Post on 07-Aug-2020
Leading a Successful
Multigenerational Organization
Intergenerational Leadership
Presented by
David Rubenstein, FACHE
Major General, US Army (Retired)
Past Chairman, American College of Healthcare Executives
Clinical Associate Professor of Health Administration, Texas State University
A discussion with attendees of the Texas State University
Health Information Management Spring Conference
25 April 2014 david.a.rubenstein@gmail.com
210-845-8321
Leading a Successful
Multigenerational Organization
“The short story is this:
at least three generations can be found
in most workplaces, which not only is a
potential source of workplace friction,
but also a real puzzle for leaders, HR,
brand marketers, and talent management
pros looking to humanize brands.”
Meghan M Biro, forbes.com
Why are we here?
http://www.forbes.com/sites/meghanbiro/2012/05/28/5-leadership-toys-for-the-multigenerational-workplace-sandbox
Leading a Successful
Multigenerational Organization
“You can’t stereotype an entire group,
but, certainly, there is evidence that there
are trends that are very different in terms
of the attitudes toward work and outside
of work.”
Lois Rubin, Unilever Foods
A caveat
www.grc.nasa.gov/www.diversity
Leading a Successful
Multigenerational Organization The grandpa box
http://www.theroadscholars.com/sean/generational-differences-in-the-workplace.html
Leading a Successful
Multigenerational Organization
http://www.newmediaandmarketing.com/the-millennial-generation
2015 age pyramid
Boomers: 51-69 (74Mil)
Millennials: 19-37 (83Mil)
Gen-X: 38-50 (52Mil)
Leading a Successful
Multigenerational Organization Generations in the workforce
http://www.policemag.com/channel/patrol/articles/2011/02/workplace-communication/page/2.aspx
Leading a Successful
Multigenerational Organization Silly(?) intergenerational issues
http://www.evolllution.com/opinions/serving-the-next-generation-workforce/
Millennials
Leading a Successful
Multigenerational Organization A few questions
How does [ ] want feedback?
What kind of reward does [ ] prefer?
What does [ ] look for in an employer?
How long will [ ] stay in a position?
How is [ ] stereotyped?
Leading a Successful
Multigenerational Organization Johari Window
Leading a Successful
Multigenerational Organization
We know You know
I know Unknown
Things you know
about my generation
that I don’t know
about my generation
Johari Window and generations
Things you know
about my generation
and I know
about my generation
Things you don’t know
about my generation
and that I don’t know
about my generation
Things I know
about my generation
that you don’t know
about my generation
Leading a Successful
Multigenerational Organization
We know
You know
I know
Unknown
Johari Window and generations
Leading a Successful
Multigenerational Organization Environmental influencers
http://carlajbehr.hubpages.com/hub/Customer-Service-Made-Easy
Greatest Generation
Great Depression, WWII, Korean War
Baby Boomers
Berlin Wall, JFK/MLK/RFK, Watergate, Vietnam
Generation – X
Berlin Wall, Challenger, OJ Simpson, 1st Gulf War
Millennials
School shootings, OKCity, 9/11, Corporate Scandals
Leading a Successful
Multigenerational Organization Generational characteristics
Career Goals:
Stellar career
Portable career
Parallel careers
Rewards:
Money, title, corner office
Freedom = best reward
Meaningful work
Childhood:
Indulged
Alienated
Protected
Work is:
Exciting adventure
Difficult challenge
A means to an end
Feedback:
Annual & documented
“Sorry, but how am I doing?”
On demand at push of a button
GENERATIONAL IMPACT
TO TALENT ACQUISITION
Crystal Kohanke, PHR
Vice President, Human Resources CHRISTUS Health
Leading a Successful
Multigenerational Organization Key considerations
• Recruiting is Marketing!
• WIIFM (What’s in it for me?)
• Tailor messages to each target group
• Candidates have choices.
• Recruiting with a single voice, limits you
Leading a Successful
Multigenerational Organization Recruiting Tactics:
Baby Boomers
“You are valued, you are needed”
• Want to make a real impact before they retire.
What can they do that is significant?
• Security, career opportunities, upward mobility
and status.
• They are loyal and easy to entice and retain with
traditional HR tools of promotion, salary and status
Leading a Successful
Multigenerational Organization
“Do it your way, forget the rules”
• Skeptical of offers for security or long-term
commitments. Don’t have heroes
• Excited by the chance to earn based on what
they do rather what they are told they should earn
• Direct and to the point and expected to be
treated that way
• Offer them money, stock options and a chance
have autonomy
Recruiting Tactics:
Generation X
Leading a Successful
Multigenerational Organization
“You will work with bright creative people”
•Knowledge is wealth, learning is key
•Respect leaders (not necessarily authority) and
want someone to look up to
•Flexibility - opportunity to take long periods of time
(without pay) to travel or do community service
• Team players, project or group focused work
that has measurable outcomes
•Flexibility, informality, diversity
Recruiting Tactics:
Gen Y / Millennials
Leading a Successful
Multigenerational Organization Eight important issues
Older workers’ experience is underutilized.
Younger employees reject ‘Boomer’ hours.
Not all healthcare workers embrace technology.
Generations baffle and annoy each other.
American Hospital Association’s H&HN Magazine, November 2013
Leading a Successful
Multigenerational Organization
Millennials have a lack of real-world experience.
Millennials crave instant acknowledgement.
Mass advertising fails to fill jobs.
Too few young staff are aiming for leadership.
American Hospital Association’s H&HN Magazine, November 2013
Eight important issues
Leading a Successful
Multigenerational Organization PFC Dwayne Turner
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Leading a Successful
Multigenerational Organization SPC Monica Brown
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Leading a Successful
Multigenerational Organization PFC Stephen Tschiderer
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Leading a Successful
Multigenerational Organization
Rick Reeves © 2000
These are my credentials
Leading a Successful
Multigenerational Organization
Intergenerational Leadership
Presented by
David Rubenstein, FACHE
Major General, US Army (Retired)
Past Chairman, American College of Healthcare Executives
Clinical Associate Professor of Health Administration, Texas State University
A discussion with attendees of the Texas State University
Health Information Management Spring Conference
25 April 2014 david.a.rubenstein@gmail.com
210-845-8321