unlocking secrets of baby boomers by ctr
TRANSCRIPT
Culture Transformation Resources, LLC * www.CTRConsultingServices.com By Andre S. Harris, Culture Transformation Resources, LLC
WORKING EFFECTIVELY WITH BABY BOOMERS
Culture Transformation Resources, LLC * www.CTRConsultingServices.com
A CLOSER LOOK AT BABY BOOMERS.
BABY BOOMERS.
First Nuclear Power Plant
Cuban Missile Crisis
Vietnam War
John Glen Orbits the Earth
The Civil Rights Act
JFK Assassination
Rosa Parks
Kent State Massacre
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BABY BOOMERS.
Optimism Team Orientation
Personal Gratification
Health & Wellness Involvement Youth
Work Personal Growth Brand Loyal
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Oprah Winfrey
Bono
Stevie Wonder
Meryl Streep
Johnny Depp
Whoopi Goldberg
Bill Clinton
Madonna
Jay Leno
Denzel Washington
Steve Jobs
Bill Gates
BABY BOOMERS.
TV
Poodle Skirts
Barbie Dolls
Ed Sullivan Show
Fallout Shelters
Peace Sign
Mr. Potato Head
Slinky
Elvis
Hula Hoops
BABY BOOMERS.
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BIRTH YEARS & AGE.
TRADITIONALISTS 1925-1945 69+ years
BABY BOOMERS 1946-1964 50-68 years
GENERATION X 1965-1979 35-49
MILLENNIALS 1980-1996 18-34
Source: Gallup’s “State of the American Workplace” 2013
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Source: Gallup’s “State of the American Workplace” 2013
IN THE WORKPLACE.
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We are in the middle of a historic evolutionary leap driven by digital innovation and technology. It has created a generational divide that holds both promise and peril for leaders.
For the first time in U.S. history, we have four separate generations working side-by-side.
While there is no magic birth date that makes a member of a specific generation, one’s experience and sharing of history h e l p s s h a p e a “ g e n e r a t i o n a l personality” during their formative years.
When a generational divide occurs at work, the results can be:
• Reduced productivity • Hiring challenges • Increased turnover • Decreased morale • Reduced profitability
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“A lack of understanding across generations can have detrimental effects on communication and working relationships and undermine effective services.”
-Constance Patterson, Ph.D.
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HOW THEY DIFFER.
Social, Political & Economic Influences
Family Structure & Influence
Education
Values / Morals
Work Ethic
Leadership Approach
Motivational Buttons
Communication Style
Interaction with Others
Approach to Feedback
View towards Company
Work vs. Personal Life
Desired Rewards
Financial Behaviors
Relationship with Technology
General Expectations
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So much of what is going on in our lives is seen through our own generational lens. C o m p a n i e s N E E D a multigenerational workforce. To succeed in business today, i t t a k e s a r a n g e o f generational insights and varied perspectives to make smart business decisions.
Educating employees on generational differences and their unique contributions can boost:
• Understanding • Respect • Collaboration • Productivity • A Working Together Culture
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BABY BOOMERS.
BIRTH YEARS • 1946-1964
AGE • 50-68 years old
US POPULATION • 80 Million
AKA • “Me” Generation
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BABY BOOMERS. Divorce reached a low in 1960 of 9%
Families moved due to GI Bill, GI Housing and industrialization
Family size smaller (2-3 children)
Few grandparents in the home
Mom stayed home and Dads carpooled
First generation to live miles from extended family
Children spent significant time with adult role model
Perception of the world as “safe”
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BABY BOOMERS.
Grew up in healthy economy Defined by their job
Optimistic Consumers; success largely visible
Workaholics; created 60-hour workweek
Love-hate management
Likely to challenge authority; want leadership positions
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IN THE WORKPLACE.
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Traditionalists • Loyal
• Driven
Gen X • Balanced
Millennials • Eager
FOUR GENERATIONS.
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FOUR GENERATIONS.
Traditionalists • It’s necessary • An obligation
• It is exciting • An adventure
Gen X • It is a challenge • A contract
Millennials • It is done to make a
difference • A means to an end
FOUR GENERATIONS.
Loyalty, Respect Authority
Common
Goals
Performance
Compensated for doing job
Competitive
Optimistic, Team-
Oriented
Results
Reward for Results
Self-Reliant
Skeptical, Career-Oriented
Results + Fun
Reward for Outcomes
Pack-Oriented
Self important, Loyalty to
Others
Career
Seek rapid success
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TRADITIONALISTS
Individual
BABY BOOMERS
Team Player Loves Meetings
MILLENNIALS
Participative
GEN X
Entrepreneur
FOUR GENERATIONS.
Source: Greg Hammill, “Mixing and Managing Four Generations of Employees
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FOUR GENERATIONS.
Traditionalists
• Hierarchical organizational structures • Consistency and uniformity • “These are the rules.”
Boomers
• Coined “team building” • Live to Work, until Retirement • “Let’s talk about the rules.”
Gen X
• Work to live, not live to work • Flexibility in work, life • “Break all of the rules.”
Millennials
• Exceptional multi-taskers • Flexibility in work hours and dress code • “Redefine the rules.”
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FOUR GENERATIONS.
Traditionalists • Directive • Command-and-control
Boomers • Consensual • Collegial
Gen X
• Everyone is the same • Challenge others • Ask questions
Millennials • TBD
TRADITIONALISTS
Satisfaction of a job well done
BABY BOOMERS
Money, title, recognition,
the corner office
GEN X
Freedom, self-manage, time to
prioritize own projects
MILLENNIALS
Work that has meaning, flexibility; growth and learning opportunity; praise
FOUR GENERATIONS.
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FOUR GENERATIONS.
Traditionalists • To the organization
BOOMERS • To the profession
Gen X • To the individual
Millennials • To co-workers and friends
FOUR GENERATIONS.
Recognize their loyalty, experience.
Select
activities that show what they know.
Focus on
evolution, not revolution.
Acknowledge their
contributions.
Be aware of competitive
nature.
Offer continued
training on life skills, balance.
Respect their skepticism;
establish your credentials.
Use humor.
Let them know you like them.
Talk career,
not job.
Provide ongoing and
remedial training.
Teach in short
modules.
Test often. Make it fun.
Allow collaboration.
TRADITIONALISTS
Loyal to their clients
and/or customers
BOOMERS
Making a difference
GEN X
Building a career
MILLENNIALS
Work that has meaning
TO STAY OR LEAVE JOB.
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FOUR GENERATIONS.
Traditionalists
• Let’s have a conversation • Face to Face • Formal • Memo
• Call me on my cell anytime • In person • Semi-formal
Gen X
• Send me an email • Irreverent • Call me only at work • Direct and Immediate
Millennials
• Text me or IM me • Twitter • Fun, Informal, Slang • Email or Voicemail
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“Grandpa is showing us how they sent a text when he was a kid.”
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FOUR GENERATIONS.
Traditionalists • “No news is good news.” • May not be receptive to feedback • 50% have not received feedback training
• “Once a year; formal and documented.” • Don’t appreciate it • Initiate weekly informal talks; document talks
Gen X • “Sorry to interrupt, but how am I doing?” • Give immediate and regular feedback • Be direct and to the point
Millennials • “I want it with the push of a button, anytime.” • Consider electronic connections; use visuals • Allow an active role in creating work plans
Culture Transformation Resources, LLC * www.CTRConsultingServices.com
www.CTRConsultingServices.com
Pleasecontactusforthecompletepresentationorotherpresentations:• MillennialsBendingtheRulesintheWorkplace• GetReadyforGenZ–GenZonFire• Traditionalists,TheSilentGeneration–Healthy,WealthyandWise• GenXfromXhaustedtoXtreme
Ms.Harrisisavailableforkeynotepresentations,managementtraining,leadershipretreatsandothercorporateandnon-profitengagements.
Andre S. HarrisPresident & Proud Gen X Culture Transformation Resources, LLC www.CTRConsultingServices.com [email protected] 1-877-CTR-1236 OR 1-877-287-1236 @AndreHarrisCTRAndreHarrisCTRwww.linkedin.com/pub/andre-harris/31/56a/744/