playing in the sandbox: effective strategies for managing multi-generational teams
TRANSCRIPT
EFFECTIVE STRATEGIES
FOR MANAGING MULTI-
GENERATIONAL TEAMS
Presented By: LaSonya Berry & Mike Powell
Why Play in the Sandbox?
Gallup estimates that actively disengaged employees (the least productive) cost the American economy up to $350B/Year in
lost productivity.
Over half of the American workforce is now unsatisfied with
their job. (IBM Center for the Business of Govt)
This will impact your organization results, customer & employee engagement, organization climate /culture, and leadership effectiveness.
Core Values: Respect for authority
ConformersDiscipline
Family:
TraditionalNuclear
Education:
A dream
Communications:
Rotary phonesOne-on-one
Dealing with Money:Put it away
Pay Cash
Core Values: Optimism
Involvement
Family: Disintegrating
Education: A birthright
Communications:
Touch-tone phonesCall me anytime
Dealing with Money:Buy now, pay later
Core Values: Skepticism
FunInformality
Family:
Latch-key kids
Education:
A way to get there
Communications:
Cell phonesCall me only at work
Dealing with Money:Cautious
ConservativeSave, save, save
Core Values: Realism
ConfidenceExtreme Fun
Social
Family:
Merged families
Education:
An incredible expense
Communications:
InternetPicture phones
Dealing with Money:Earn to spend
Core Values: Connection
Social ResponsibilityTolerance
Family:
Smaller family sizes, Higher rates of one stay
at home parent
Education:
More homeschooling
Communications:
Online CollaborationTablet/Texting
Smartphone/Video
Dealing with Money:
Leery of investing
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present
Source: Knoll
Dedicated
Grew up in a do without era
Believe in hard work and sacrifice
Uncomfortable with change
Follow the rules
Like structure
Team Oriented
Grew up in a healthy economic
era
Tend to be optimistic
Often defined by their job
Question Authority
Long termers
Self Reliant
Grew up in era of distrust for institutions
Tend to be cynical, pessimistic
Comfortable with change and
independent
Survivors doing it my way
Work / Life Balance
Tech Savvy
Grew up in an era of financial boom
Used to instant gratification and shared success
Comfortable with multitasking
Ask why
Need supervision
Connected
Grew up in war and uncertainty
Used to a constant stream of data
What they see is reality; structure
Seeing is believing
Need instruction
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present
Work ethic and values:
Hard work
Respect authority
Sacrifice
Duty before fun
Adhere to the rules
Work is an obligation
Leadership Style: Directive
Command and control
Work ethic and values: Workaholics
Work efficiently
Crusading causes
Personal fulfillment
Desire quality
Question Authority
Work is an exciting adventure
Leadership Style: Consensual
Collegial
Work ethic and values:
Eliminate the task
Self-reliance
Want structure and discipline
Skeptical
Work is a difficult challengeA contract
Leadership Style: Everyone is the
sameChallenge others
Ask why
Work ethic and values:
What’s next
Multitasking
Tenacity
Entrepreneurial
Tolerant
Goal oriented
Work is a means to an end
Fulfillment
Leadership Style: Informal
Work ethic and values:
Transparency
Self-reliance
Flexibility
Strong work ethic
Work is a way to help society
Leadership Style:
Still to be determined but
likely will be more results driven, faster
paced and collaborative.
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present
Sources: Getting Smart
The Generations At-A-Glance
Census Total Birth Years % of 2010 Workforce
Traditionalists 57 Million 1920 - 1945 7%
Baby Boomer 76 Million 1946 – 1964 38%
Generation X 46 Million 1965 – 1980 30%
Millennials 75 Million 1981 - 2000 25%
Tips for Millennials in the
Workplace• Answer their constant “why” questions or ignore
them to your own peril
• Give them your web address and be prepared for a website critique
• Emphasize positives of doing right rather than negatives of doing wrong
• Be positive, simple, rational, factual and friendly
• Respond quickly - “instant gratification”
• Mentor them and be realistic
• Be prepared to offer flexible scheduling
Tips for Gen X’ers in the Workplace
• Talk with them, not to them or at them
• Listen to them. You might learn something!
• Use hands-off supervision
• When delegating, describe outcomes, but leave results to them
• Don’t waste their time
• Provide immediate answers and feedback
• Value their need to keep learning in order for them to be marketable
• Give them challenges, not “busy work”
Tips for Baby Boomers in the
Workplace• Honor their experience
• Ask for their advice
• Value the “people side” of business
• Speak in an open, personal style
• Offer to partner and get the job done; don’t wait to be asked
• Support them; make them look good
• Don’t call them “older.” Use descriptors like “mature”, “experienced” or “prime”
• Put a priority on a business atmosphere and the relationships formed there
Tips for Traditonalists in the
Workplace• Show respect for their length of service and
experience
• Use more formal language
• Watch your language – no cursing allowed
• Take time when discussing technology
• Do your homework; prepare to be tested
• Respect their attention to formality
• Say “thank you” and “please”
• Don’t rush or pressure them
• Serve and honor them
PLAYING IN THE SANDBOX: EFFECTIVE STRATEGIES FOR MANAGING
MULTI-GENERATIONAL TEAMS
Marvy Moore, AVP Market Development
AT&T Advanced Solutions
Finding your voice
Young Professionals Mature Professionals
Marvy’s Family Marvy’s Career
PowerInnovation
Engagement Enthusiasm
1983
My voice, My relevance
History is the art and facts of past events interpreted in the light of the present in order to prepare for the future
1993 2003 2015
Advancing along the technology continuum
Call to Action…
Career Mentoring
Independence
Learn from the past
Loyalty
Interpersonal skills