leading a cross-generational team leading a cross-generational team presented by: marilyn j....
TRANSCRIPT
Leading aCross-Generational
Team
Leading aCross-Generational
TeamPresented by:
Marilyn J. CorriganLeadership and Communications Consultant
Presented by:
Marilyn J. CorriganLeadership and Communications Consultant
After participating in this program,you should be able to:
After participating in this program,you should be able to:
• List some of the unique characteristics of each generation• List some of the unique characteristics of each generation
• Develop ways to communicate more effectively with multiple generations
• Develop ways to communicate more effectively with multiple generations
• Identify the training preferences of each generation
• Identify the training preferences of each generation
• We need to learn to work with this diversity on teams as well as with individuals
• We need to learn to work with this diversity on teams as well as with individuals
• We want to understand how each generation communicates
• We want to understand how each generation communicates
General Challenges in Bridging Across Generations
General Challenges in Bridging Across Generations
• We need to clarify the values of each generation to be able to understand how to motivate and recognize individuals
• We need to clarify the values of each generation to be able to understand how to motivate and recognize individuals
General Challenges in Bridging Across Generations
General Challenges in Bridging Across Generations
General Challenges in Bridging Across Generations
General Challenges in Bridging Across Generations
• Many are living and working longer or seeking part-time work as retirees• Many are living and working longer or seeking part-time work as retirees
• Learning to manage the differences can increase our ability to optimize the people resources during these times of change
• Learning to manage the differences can increase our ability to optimize the people resources during these times of change
“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII
Born before 1945 (age now 60+)
Tom Brokaw calls themthe “Greatest Generation”
Approximately 75 million
Born during hardship or war – things were scarce for them
Born before 1945 (age now 60+)
Tom Brokaw calls themthe “Greatest Generation”
Approximately 75 million
Born during hardship or war – things were scarce for them
Many approaching retirementor are retired - still active
Some continue working reduced hours
Seek ways toserve others
Many approaching retirementor are retired - still active
Some continue working reduced hours
Seek ways toserve others
“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII
Leadership style -command and control
Career focus - job security
Communication media - original focus was the radio
Communication preferencein organization - chain of command
Leadership style -command and control
Career focus - job security
Communication media - original focus was the radio
Communication preferencein organization - chain of command
“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII
Societal eventsthat impacted them:
The GreatDepression, The New Deal, World War IIand the Cold War
Societal eventsthat impacted them:
The GreatDepression, The New Deal, World War IIand the Cold War
“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII
Traits include:
loyal, patriotic, fiscally conservative and faithful to institutions, hardworking, high service, "grocery store in basement"
Traits include:
loyal, patriotic, fiscally conservative and faithful to institutions, hardworking, high service, "grocery store in basement"
“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII
Baby Boomers“Boomers”
Baby Boomers“Boomers”
Born 1946-1964(Age now is 40 - late 50s)
Approx. 80 million(30% of the population)
Parents referred to as the "Greatest Generation"
Many faced competition for jobs
Born 1946-1964(Age now is 40 - late 50s)
Approx. 80 million(30% of the population)
Parents referred to as the "Greatest Generation"
Many faced competition for jobs
Baby Boomers“Boomers”
Baby Boomers“Boomers”
Showed loyalty to employers and played the game to get ahead
Pushed for change - political activists
Showed loyalty to employers and played the game to get ahead
Pushed for change - political activists
Baby Boomers“Boomers”
Baby Boomers“Boomers”
“Me” generation - able to focus on self
Women in this generation had opportunities available to pursue education and careers
“Me” generation - able to focus on self
Women in this generation had opportunities available to pursue education and careers
Baby Boomers“Boomers”
Baby Boomers“Boomers”
Leadership style - participatory
Career focus: job security - build a stellar career
Communication media - television
Communication preferencein organization - diplomatic approach
Leadership style - participatory
Career focus: job security - build a stellar career
Communication media - television
Communication preferencein organization - diplomatic approach
Baby Boomers“Boomers”
Baby Boomers“Boomers”
Societal events that impacted them:
Economic Prosperity, Recession, Vietnam, Watergate, Human Rights Movements, Television
Societal events that impacted them:
Economic Prosperity, Recession, Vietnam, Watergate, Human Rights Movements, Television
Baby Boomers“Boomers”
Baby Boomers“Boomers”
Traits include:
Optimistic, competitive, questioners of authority, idealistic, team players, pushed for changeof status quo
Traits include:
Optimistic, competitive, questioners of authority, idealistic, team players, pushed for changeof status quo
Generation XersGeneration Xers
Born 1965-1980(age now is late 20s - early 40s)
Approximately 46 million (16% of the population)
Work isn't the #1 thing in their lives
Typically self-reliant and entrepreneurial
Born 1965-1980(age now is late 20s - early 40s)
Approximately 46 million (16% of the population)
Work isn't the #1 thing in their lives
Typically self-reliant and entrepreneurial
More likely to leavefor more challenging job
To motivate, involve in the decision-making process
Self reliance (latchkey children)
More likely to leavefor more challenging job
To motivate, involve in the decision-making process
Self reliance (latchkey children)
Generation XersGeneration Xers
Leadership style:participatory and collaborative
Career focus:career security
Leadership style:participatory and collaborative
Career focus:career security
Generation XersGeneration Xers
Generation XersGeneration Xers
Communication media - cable/satellite TV,cell phones,personal computer
Communicationpreference - self-command
Communication media - cable/satellite TV,cell phones,personal computer
Communicationpreference - self-command
Generation XersGeneration Xers
Societal events that impacted them:
Personal computers, blended/brokenfamilies, AIDS, End of Cold War, violence (safety issue), Challenger disaster, missing children on milk cartons, MTV
Societal events that impacted them:
Personal computers, blended/brokenfamilies, AIDS, End of Cold War, violence (safety issue), Challenger disaster, missing children on milk cartons, MTV
Generation XersGeneration Xers
Traits include:
skeptical, resourceful,self-reliant, distrustful of institutions, adaptive, "outside the box" thinker, technology savvy
Traits include:
skeptical, resourceful,self-reliant, distrustful of institutions, adaptive, "outside the box" thinker, technology savvy
Born 1981- 1999(toddler to early twenties)
Approximately 76 million
They are on fast forwardwith high self-esteem
Eager to learn as much as possible
Born 1981- 1999(toddler to early twenties)
Approximately 76 million
They are on fast forwardwith high self-esteem
Eager to learn as much as possible
MILLENNIALS(Generation Y, Echo Boom)
MILLENNIALS(Generation Y, Echo Boom)
Focus on collaboration and participation in decisions
Reject confines of rigid job descriptions
Concerned aboutwork/life balance
Enjoy questioning everything
Focus on collaboration and participation in decisions
Reject confines of rigid job descriptions
Concerned aboutwork/life balance
Enjoy questioning everything
MILLENNIALS(Generation Y, Echo Boom)
MILLENNIALS(Generation Y, Echo Boom)
Career focus: build parallel careers
Communication media - reality TV, cell phones, Pagers, Internet
Communication preference - collaborate
Career focus: build parallel careers
Communication media - reality TV, cell phones, Pagers, Internet
Communication preference - collaborate
MILLENNIALS(Generation Y, Echo Boom)
MILLENNIALS(Generation Y, Echo Boom)
Societal eventsthat impacted them:
Fall of the Berlin Wall, Expansion of Technologyand the Media, Mixed economy, Drugs and Gangs, violence in the workplace
Societal eventsthat impacted them:
Fall of the Berlin Wall, Expansion of Technologyand the Media, Mixed economy, Drugs and Gangs, violence in the workplace
MILLENNIALS(Generation Y, Echo Boom)
MILLENNIALS(Generation Y, Echo Boom)
Traits include:
realistic, globally concerned, cyber literate, pragmatic,media savvy, confident, civic-minded, appreciation of diversity, short attention span, e-learners
Traits include:
realistic, globally concerned, cyber literate, pragmatic,media savvy, confident, civic-minded, appreciation of diversity, short attention span, e-learners
MILLENNIALS(Generation Y, Echo Boom)
MILLENNIALS(Generation Y, Echo Boom)
Born on cusp of two generations – positioned right between 2 generations
Some identify with one generation and others have characteristics of both
Born on cusp of two generations – positioned right between 2 generations
Some identify with one generation and others have characteristics of both
“CUSPERS”“CUSPERS”
3 groups:
1. Traditionalists/Baby Boomers (born 1940-1945)Value the work ethic of the Traditionalists and also get excited about challenging the status quo
3 groups:
1. Traditionalists/Baby Boomers (born 1940-1945)Value the work ethic of the Traditionalists and also get excited about challenging the status quo
“CUSPERS”“CUSPERS”
2. Baby Boomers/Generation Xers (born 1960-1965)
Saw success of the Boomers,but experienced the recession
Computers in school cameafter their graduation
2. Baby Boomers/Generation Xers (born 1960-1965)
Saw success of the Boomers,but experienced the recession
Computers in school cameafter their graduation
“CUSPERS”“CUSPERS”
3 groups:
3.Generation Xers/Millennials (born 1975-1980)May combine the skepticism and optimism, technology comfort helped with the information highway
3 groups:
3.Generation Xers/Millennials (born 1975-1980)May combine the skepticism and optimism, technology comfort helped with the information highway
“CUSPERS”“CUSPERS”
Created by life
experiences
Created by life
experiences
“CUSPERS”“CUSPERS”
Unique perspective and flexibility - may help bridge two generations
Some become naturals at mediating, translating and mentoring
May experience tensions that others don't have i.e. loyalty vs. adaptability
May spot trends first
Unique perspective and flexibility - may help bridge two generations
Some become naturals at mediating, translating and mentoring
May experience tensions that others don't have i.e. loyalty vs. adaptability
May spot trends first
“CUSPERS”“CUSPERS”
ExerciseExercise
Generation SituationsGeneration Situations
Communicating with TraditionalistsCommunicating with Traditionalists
Communication TipsGenerational Differences
Communication TipsGenerational Differences
ActionCreate flexible workBring in as contract
workersOffer top-notch
retrainingConnect to communityMake accommodations
ActionCreate flexible workBring in as contract
workersOffer top-notch
retrainingConnect to communityMake accommodations
ReasonTalent is scarce
Want recognition as sages
Lifelong learning mantra
Want to helpLimitations of aging
ReasonTalent is scarce
Want recognition as sages
Lifelong learning mantra
Want to helpLimitations of aging
Communicating with BoomersCommunicating with Boomers
Communication TipsGenerational Differences
Communication TipsGenerational Differences
ActionProvide new experiences
Develop sabbaticalsProvide skill
reassessmentCreate group situations
ActionProvide new experiences
Develop sabbaticalsProvide skill
reassessmentCreate group situations
ReasonClose to burn out
Crave rejuvenation
Ready for career shift
Enjoy group process
ReasonClose to burn out
Crave rejuvenation
Ready for career shift
Enjoy group process
Communicating with GenXersCommunicating with GenXers
Communication TipsGenerational Differences
Communication TipsGenerational Differences
ActionSet expectations
Involve them
Tell them what’s rightDirect style
Link to lateral opportunities
ActionSet expectations
Involve them
Tell them what’s rightDirect style
Link to lateral opportunities
ReasonConnect to big picture
Want to try their approach
Crave feedbackDislike sugar coating
Like to multi-task
ReasonConnect to big picture
Want to try their approach
Crave feedbackDislike sugar coating
Like to multi-task
Communicating with MillennialsCommunicating with Millennials
Communication TipsGenerational Differences
Communication TipsGenerational Differences
Action
Use teamwork
Focus on career paths
Use technology
Action
Use teamwork
Focus on career paths
Use technology
ReasonHigh group
socializationHigh interest
Comfortable with it
ReasonHigh group
socializationHigh interest
Comfortable with it
The generations request feedback in very different ways:
The generations request feedback in very different ways:
FEEDBACK PATTERNSFEEDBACK PATTERNS
Traditionalist – “No news is good news.”
Traditionalist – “No news is good news.”
The generations request feedback in very different ways:
The generations request feedback in very different ways:
FEEDBACK PATTERNSFEEDBACK PATTERNS
Baby Boomers – “Once a Year.”Baby Boomers – “Once a Year.”
The generations request feedback in very different ways:
The generations request feedback in very different ways:
FEEDBACK PATTERNSFEEDBACK PATTERNS
Generation Xers – “So, how am I doing?”
Generation Xers – “So, how am I doing?”
The generations request feedback in very different ways:
The generations request feedback in very different ways:
FEEDBACK PATTERNSFEEDBACK PATTERNS
Millennial -- “With the push of a button.”
Millennial -- “With the push of a button.”
In Generation X by Bruce Tulgan, he describes the FAST acronym
In Generation X by Bruce Tulgan, he describes the FAST acronym
FEEDBACK PATTERNSFEEDBACK PATTERNS
Frequent – provide feedback every time Xers complete a tangible result
Accurate – double check yourself before you praise or critique Xers’ work
Specific -- focus your evaluation on details and provide guidelines for improvement
Timely -- Give feedback immediately while your comments still seem relevant
Frequent – provide feedback every time Xers complete a tangible result
Accurate – double check yourself before you praise or critique Xers’ work
Specific -- focus your evaluation on details and provide guidelines for improvement
Timely -- Give feedback immediately while your comments still seem relevant
Traditionalists - carries a stigmaBaby Boomers - puts you behindGen Xers -is necessaryMilennials - part of my daily routine
Traditionalists - carries a stigmaBaby Boomers - puts you behindGen Xers -is necessaryMilennials - part of my daily routine
Why Employees May Leave(Job Changing Attitudes):
Why Employees May Leave(Job Changing Attitudes):
Retention is finding the right mix of financial, personal and cultural factors that produce a sense of fit, loyalty and opportunity.
Retention is finding the right mix of financial, personal and cultural factors that produce a sense of fit, loyalty and opportunity.
Retention strategiesfor the generations:Retention strategiesfor the generations:
Traditionalists - develop loyalty to clients / customer, amount of time off
Traditionalists - develop loyalty to clients / customer, amount of time off
Baby Boomers - want to make a difference, idealism quality, open to having a mentor
Baby Boomers - want to make a difference, idealism quality, open to having a mentor
Retention strategiesfor the generations:Retention strategiesfor the generations:
Gen Xers - desire autonomy, developing skills, experiences, good schedule, time off
Gen Xers - desire autonomy, developing skills, experiences, good schedule, time off
Retention strategiesfor the generations:Retention strategiesfor the generations:
Millennials - want clear direction and abilityto take part,stimulatinglearningopportunities
Millennials - want clear direction and abilityto take part,stimulatinglearningopportunities
Retention strategiesfor the generations:Retention strategiesfor the generations:
Matures - Traditional Matures - Traditional
Leadership Preference (Giving Direction)• Gives clear instructions and expects acceptance of them
•Expects chain of command to be respected
Leadership Preference (Giving Direction)• Gives clear instructions and expects acceptance of them
•Expects chain of command to be respected
Followership Preference (Receiving Direction)Followership Preference (Receiving Direction)
Matures - Traditional Matures - Traditional
• Respect for authority
• Accepts assignments with limited questioning
• Respect for authority
• Accepts assignments with limited questioning
Communication Sources
Radio, newspapers, newsreels in
theaters
Communication Sources
Radio, newspapers, newsreels in
theaters
Matures - Traditional Matures - Traditional
Baby BoomersBaby Boomers
Leadership Preference (Giving Direction) • Participatory
• Team Approach
Leadership Preference (Giving Direction) • Participatory
• Team Approach
Followership Preference (Receiving Direction)
• Inclusion with others
• Seeks approval from others
Followership Preference (Receiving Direction)
• Inclusion with others
• Seeks approval from others
Baby BoomersBaby Boomers
Communication Sources
Television, newspapers,
radio
Communication Sources
Television, newspapers,
radio
Baby BoomersBaby Boomers
XersXers
Leadership Preference (Giving Direction) • Results oriented
• Avoids micro-managing
• Direct communication style
Leadership Preference (Giving Direction) • Results oriented
• Avoids micro-managing
• Direct communication style
XersXersFollowership Preference (Receiving Direction)Followership Preference (Receiving Direction)
• Individual participation (autonomy) • Prefer involvement in decision-making• Want frequent feedback• Work well with latest technology
• Individual participation (autonomy) • Prefer involvement in decision-making• Want frequent feedback• Work well with latest technology
XersXers
Communication Sources
Cable/satellite television,
cell phones, computer
Communication Sources
Cable/satellite television,
cell phones, computer
MILLENNIALSMILLENNIALS
Leadership Preference (Giving Direction)
• High expectations of self and others
• Want to be respected for knowledge
• Collaborative style
Leadership Preference (Giving Direction)
• High expectations of self and others
• Want to be respected for knowledge
• Collaborative style
Followership Preference (Receiving Direction)
• Work with technology
• Multitask
• Want structure and clear direction
Followership Preference (Receiving Direction)
• Work with technology
• Multitask
• Want structure and clear direction
MILLENNIALSMILLENNIALS
Communication Sources
Reality television, cell phones,
pagers, internet
Communication Sources
Reality television, cell phones,
pagers, internet
MILLENNIALSMILLENNIALS
1. Be aware of differences• Understand the generational patterns, values and traits• Review the generational patterns when needed• See the benefits of diverse perspectives and styles
1. Be aware of differences• Understand the generational patterns, values and traits• Review the generational patterns when needed• See the benefits of diverse perspectives and styles
Leadership ApplicationLeadership Application
Leadership ApplicationLeadership Application
2. Appreciate the Strengths• Value the diversity• Actively seek out different approaches• Demonstrate openness to different opinions/challenging questions• Focus on the positive attributes your employees possess
2. Appreciate the Strengths• Value the diversity• Actively seek out different approaches• Demonstrate openness to different opinions/challenging questions• Focus on the positive attributes your employees possess
Leadership ApplicationLeadership Application
3. Manage the differences effectively• Acknowledge and accommodate the differences• Integrate the perspectives and styles into the work processes• Coach others to work effectively with the differences and manage the conflicts• Celebrate the results of the team working together
3. Manage the differences effectively• Acknowledge and accommodate the differences• Integrate the perspectives and styles into the work processes• Coach others to work effectively with the differences and manage the conflicts• Celebrate the results of the team working together
Training PreferencesTraining PreferencesLessons LearnedLessons Learned
BibliographyBibliography
Marilyn J. CorriganLeadership and Communications Consultant
(952) [email protected]
Marilyn J. CorriganLeadership and Communications Consultant
(952) [email protected]
Thank You for Attending! Thank You for Attending!