Generational posturing worksheets

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Carol Price “Professionally Speaking” Mixing Mixing four four Generations in the Generations in the Workplace Workplace 67 th Annual Vermont Governor’s Conference on Recreation presents:

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Transcript of Generational posturing worksheets

Page 1: Generational posturing worksheets

Carol Price“Professionally Speaking”

Mixing Mixing fourfour Generations in the Generations in the WorkplaceWorkplace

67th Annual Vermont Governor’s Conference on Recreation presents:

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Who Am I?

Notes:

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Gen “Y” 1980-2000

Veteran 1909-1945 Boomer 1946-1964

Gen “X” 1965-1979

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Strengths / Work Ethic

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Strong work ethic

• Enhanced knowledge

• Discipline

• Loyalty

• Emotional maturity

• Belief in the “greater good”

• Focus and perseverance

• See work as a privilege

• Experience

• Committed to customer service

• Dedicated

• Good team members

• Optimistic

• future- oriented

• Experienced and knowledgeable

• Adaptability

• Technological literacy

• Independence

• Creativity

• Willingness to buck the system

• Collective action

• Optimism

• Ability to multi-task

• Technological savvy

• Global world view

• Comfort with Diversity

• Goal-and-achievement-orientation

• Belief in Volunteerism and service to communities

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Challenges

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Reluctant to buck the system and speak up when they disagree

• Uncomfortable with conflict

• Not naturally “budget minded”

• Uncomfortable with conflict

• Reluctant to take a position against peers

• Sometimes put process ahead of results

• Skeptical

• Distrustful of authority

• Less attracted to leadershippositions

• Need supervision and structure

• Are inexperienced--particularly in handling “people issues”

• Value time and flexibility so they can maintain work/life balance.

• View changing jobs as a natural process

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Communication Preferences

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Memos

• personal notes

• letters

• Phone calls

• personal interactions

• Voice Mail

•E-mail

• In person meetings

• instant messages

• blogs

• Text messages

• e-mails

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Their Motivation Sources

X Y

V B

• Seeing how their actions affect the overall good of the organization

• Respect for their knowledge, experience and insight

• Rewards for their perseverance and work ethic

• Leaders who get them involved and show them how they can make a difference

• Managers who value their opinion, recognize their contributions, and make it clear that the organization needs them

• Giving them the freedom to get the job done on their own schedule

•Allowing them to do it their way

•Having the newest technologyavailable

•Having very few rules

•Being more “informal” than “corporate”

• Managers who connect their actions to their personal and career goals

•The promise of working with other bright, creative people

•Being a “hero”

•Having adequate time and flexibility to live the life they want

Veterans 1909-1945 Boomers 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000

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Coaching Principles

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Allow input in “Rules of Engagement”

• Match approach to “their experience”

• Let them define quality and fit your approach to that definition

• Use testimonials from the nation’s institutions

•Emphasize that you’ve seen it before

• Don’t highlight uniqueness

• Offer customization--a plan specific to them

• Offer peer level examples

• Spend time providing information and guidance

• Be impressed with their decisions

• Put all the options on the table

• Be prepared to answer “why”

• Present yourself as an information provider

• Use their peers as testimonials when possible

•Appear to enjoy your work: “carpe diem”

• Follow up and meet your commitments

• Help them manage time wisely

•Assess their comfort level with technology in advance

• Demonstrate how important a strong team is

• Customize your style to their unique needs

• Emphasize their “victories”

•Follow up and check in - ask how they’re doing on a regular basis

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Managers and/or People Who Turn Them Off or Away

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Are too “touchy -feely”

• Are indecisive and worry about making “unpopular decisions”

• Use profanity and slang

• Are disorganized

• Use management styles that seem “trendy”

• Micromanage

• Don’t walk the talk

• Spend too much time on process and too little on results

• Are flashy

• Are bureaucratic

• smooze

• Are cynical and sarcastic

• Telling them they are too young to be valuable

• Who are tech challenged

• Are condescending

• Are inconsistent and disorganized

• Aren’t open to input

• Are bureaucratic

• Send a “my-way-or-the-highway message

• Don’t seem to care about them as people

• Practice “one-upmanship”

• Are brusque

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Managers They Love to Work For

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

•Establish long term goals

•Spell out clear job expectations

•Are logical

•Are fair

•Are consistent in their actions

•Respect others

•Are competent

•Communicate in a direct, straightforward manner

•Are sincere

•Give them a deadline and turn them loose to meet it

•Are informal and flexible

•Support training and growth

•Focus on results

•Teach them new things

•Know their personal goals and what they want to achieve

•Are positive

•Coach, support and collaborate

•Are organized are create reasonable structure

•Are achievement oriented

•Instill a sense of play and fun in the work place

•Strive for consensus

•Treat them as equals

•Manage democratically

•Use group process to establish vision, mission and goals

•Are warm and caring

•Assure them they’re making adifference through their work

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Desired Rewards & Recognition

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Plaques

• Certificates

• Tangible symbols of loyalty, commitment and service

• Personal appreciation

• Promotion

• Recognition

• Free time

• Continually upgraded resources like technology and other time-savers

• Opportunity for professional development

• Bottom-line results

• Certifications to add to their resumes

• Awards

• Certificates

• Tangible evidence of credibility to strengthen their resumes

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Attraction & Retention Strategies

Notes:

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Veteran 1909-1945 Boomer 1946-1964 Gen “X” 196 5-1979 Gen “Y” 1980-2000

V B

X Y

• Use personal touch

• Make face to face contact

• Show respect for their age and experience

• Show them that their experience is viewed as an asset

•Capitalize on that experience

• Offer lots of work schedule options

• Allow them to work autonomously

• Tap into their adaptability, Gen “X”ers are usually flexible

• Give FAST

Frequent, accurate, specific, timely feedback

• Use the power of peers

• Offer flexible options to accommodate family and person life

• Involve them in meaningful volunteer efforts and support the projects they are already involved in

• Use their technological skills to access information quickly and their comfort with diversity

• Invite them to learn interpersonal skills for their work environment. They might need rescuing.

• Offer flexible work arrangements!

• Provide challenging work, horizontal and vertical movement for learning opportunities

• Offer phased retirement options

• Offer health & wellness programs to foster healthy lifestyles