Today’s Agenda
description
Transcript of Today’s Agenda
How Intergenerational Differences Impact and Inform Our Work
Leah Aldridge, Jessica Napier, and Harkmore Lee
CALCASA
1) Overview of workshop2) Group Agreements3) Learning Objectives4) A Historical Perspective5) “My Generation” 6) Morning Break (@10:00 am)7) “Hearing Each other”8) Strategies9) Comments & Questions
Today’s Agenda
ALL IDEAS AND POINTS OF VIEW HAVE VALUE You may hear something you do not agree with or you think is "silly" or "wrong." Please remember that one of the goals of this meeting is to share ideas. All ideas have value in this setting. Also share YOUR ideas and thoughts and avoid editorials of another colleague’s comments.
SAFE SPACEWhat is shared and discussed with one another should “stay here” – apart from ideas and solutions that will help your own work and agency.
USE COMMON CONVERSATIONAL COURTESY Please don't interrupt; use appropriate language, avoid third party/ side bar discussions, etc.
Group Agreements
HUMOR IS WELCOME BUT humor should never be at someone else's expense.
HONOR TIME We have an ambitious agenda, so it will be important to follow the time guidelines for the next two days.
CELL PHONE / TEXTING / E-MAIL COURTESY Please turn cell phones, or any other communication item with an on/off switch to “silent. If you need to respond, kindly step outside
BE COMFORTABLEPlease feel free to take personal breaks as needed
ANY OTHERS AGREEMENTS TO ADD?
Group Agreements
• To gain a greater awareness and understanding of how historical events and other demographic factors in the U.S. have influenced and shaped the attitudes and behaviors of generations of Americans, especially in the workplace.
Learning Objective
A Historical Perspective There have been hundreds of research studies conducted
over the past 20 years regarding how certain historical events or trends have influenced a certain population or “generation” of Americans.
This topic has been very well-researched and documented. So much so that there are organizations and businesses dedicated specifically around the study of generations (e.g. the Center for Generational Studies)
The generations or “cohorts” have been typically defined by year of birth and certain common characteristics. As such, each generation has been assigned certain names: WWII (Traditionalists), Baby Boomers, Generation X, and Generation Y (Millennials)
It is recognized that the characteristics and traits described for each cohort is a generalization and applies to the U.S. population.
“The Generations”
• World War II Generation (Traditionalists) - born 1945 and before, 48-50 million
• Baby Boom Generation - born 1946-1964, nearly 80 million
• Generation X - born 1965-1977, 45 million
• Generation Y (Millennials) - born 1978-1995, 78 million
A Historical Perspective
First time in our history that we have these four different generations working together side-by-side.
The impact of this confluence of generations in the workplace has been tremendous, affecting everything from hiring practices to strategic development of businesses and organizations.
We need to understand how this demographics trend is impacting our work in the rape crisis movement.
Here is the challenge:
"Managing multigenerational workforces is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don't like ambivalence. Your move."
Harvard Business School "Working Knowledge“ newsletter, April 2006: "Can you manage different generations?"
How each generation was influenced and defined:Number of birthsNational EventsEducationTechnologyEntertainment and Music Famous PeopleOther social trends
TraditionalistsBorn 1925-1945
Baby BoomersBorn 1946-1964
Generation XBorn 1965-1977
MillennialsBorn 1978 -1995
Famous People Bob Dole, Elizabeth Taylor Bill Clinton, Meryl Streep Barak Obama, Jennifer Lopez Ashton Kutcher, Serena Williams
# born 48 – 50 million
80 million 45 million 78 million
Other Generational Names
Veterans, Silent, Moral Authority, Radio Babies, The Forgotten
Generation
“Me” Generation, Moral Authority
Gen X, Xers, The Doer, Post Boomers,
Generation Y, Gen Y, Generation Next,
Echo Boomers
Influencers WWII, Korean War, Great Depression, New Deal, Rise on Corporations, Space AgeRaised by parents that just survived the Great Depression. Experienced hard times while growing up which were followed by times of prosperity.
Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel Highest divorce rate and 2nd
marriages in history. Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s. “The American Dream” was promised to them as children and they pursue it. As a result they are seen as being greedy, materialistic and ambitious.
Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate. Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off. The first generation that will NOT do as well financially as their parents did.
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks. Typically grew up as children of divorce. Came of age in a period of economic expansion. They hope to be the next great generation & to turn around all the “wrong” they see in the world today.
Family Experience Traditional; Nuclear Disintegrating “Cleaver Family” ; Mom stayed home
Latch-key kids ; Women widely expected to work outside the home The first “day care” generation Dual Income families
Merged families ; newly defined “families”
Education A dream A birthright A way to get there An incredible expense
These historical events and demographic trends have also influence how each generation
values work and behaves in the workplace...
Characteristics TraditionalistsBorn 1925-1945
Baby BoomersBorn 1946-1964
Generation XBorn 1965-1977
MillennialsBorn 1978 or after
Age Span 66 to 86 years old 47 to 65 years old 34 to 46 years old 33 or younger
Traits ConservativeBelieve in DisciplineRespect for authorityLoyalPatriotic
IdealisticBreak the rulesTime stressedPolitically correct
PragmaticSelf-sufficientSkepticalFlexibleMedia/Info/Tech savvyEntrepreneurial
ConfidentWell-educatedSelf-sufficientTolerantTeam buildersSocially/politically conscious
Defining Events Great depressionWorld War IIKorean War
Vietnam WarWoodstockWatergate
Missing childrenLatch Key KidsComputers in school
School shootingsTerrorismCorporate scandals
To Them Work Is If you want a roof and food….
Exciting adventure Difficult challenge To make a difference
Work Ethic Loyal/dedicated Driven Balanced Eager but anxious
Employment Goals Retirement Second career Work/life balance Unrealistic
Education A dream Birthright Way to get to an end A given
Communication Face to face Telephone Email IM/Text messaging
Time at Work is defined
Punch clock Visibility Why does it matter if I get it done today?
Is it 5 PM? I have a life.
Most need in the workplace
Continued involvement past 65
Recognition! More information Praise and fun; or is that fun and praise?
Veterans Boomers Gen Xers Millennials
Career Goals Build a legacy Build a stellar career
Build a portable career
Build parallel careers
Rewards Satisfaction of a job well done
Money, title, recognition, corner
office
Freedom is the ultimate reward
Work that has meaning for me
Work-Life Balance
Support me in shifting the balance
Help me balance everyone else and
find meaning myself
Give me balance now! Not when I’m
65
Work isn’t everything. Need
flexibility to balance my other activities
Job Changing
Carries a stigma Puts you behind Is necessary Is part of the daily routine
Training I learned the hard way, you can too!
Train ‘em too much and they’ll
leave
The more they learn, the more
they’ll stay
Continuous learning is a way of life
Source: When Generations Collide
Generational Work Characteristics
Traditionalists Boomers Xers Millennials
PracticalAlways at work
OptimisticWant recognitionSense of entitlement
SkepticalConfidence and independence
Hopeful and optimisticUnwillingness to commit
Patient, loyal and hardworkingDifficulty with change
Teamwork and cooperationDo not accept changeObjective sense of right and wrong
Self-reliant and techno literateAdaptable to changeImmediate gratification
Meaningful WorkMoral mindsetSocial activismSubjective view of reality
Respectful of authority AmbitiousPhysical health
Risk-takingWant recognition
Value diversity and changeGlobally connected
Rule followersRewards laterPrefer Structure
Workaholic –”Thank God Its’ Monday”
Balance work and life
Technology savvyImmediate responsibility
Group Exercise:
1) Identify your generation
2) Go to your generation group in one of the corners of the room
3) Discuss your thoughts on the traits and characteristics of your generation described by these studies. Do you agree or disagree with them?
4) Do you believe these generational traits have impacted your workplace? If so, how? What have been your frustrations or challenges?
BREAK
Next Exercise
Strategies in Communicating Across
the Generations
1) Traditionalists Generation (Born 1925-1945)
Majority (95%) of them have retired
Possess intellectual capital and institutional knowledge
Have strong work values and ethic
See themselves as vigorous, contributing members of the workforce
Silent stoicism (not much feedback given or expected)
Managing the Traditionalists Generation
Offer opportunities for them to mentor
Offer opportunities to continue working
Allow them to volunteer if they do not want to continue working
Show them that you value their expertise and contributions
2) Baby Boomers (Born 1946-1964)
The “Me” generation
More hours equals better performance; now regret
They are the managers that are running our organizations today
Career oriented
“Love the good life”
Love job performance feedback
Managing the Baby BoomersHelp them explore their next set of
workplace options, and demonstrate how your organization can continue to use their talents.
Walk the talk on work-life balance by redesigning their jobs to accommodate multiple life demands.
Encourage them to enrich their present job and grow in place if they need to slow their career pace.
3) Generation X (Born 1965-1977)
The next generation of leaders
The most well educated generation
Goal-oriented
Free Agents vs. Company Loyalist
Thrive on independence
Want to be challenged
Led dot.com boom
Managing the Generation X
Talk to them about their reputation, not just job tasks; they want your candid perspective and feedback
Acknowledge their ability to work independently and encourage them to leverage their entrepreneurial abilities.
Help them get the most out of every job position by discussing what the job can do for them and what they can learn from it.
4) Generation Y / Millennials (Born 1978 - 1995)
Value independence but need supervision
Look for new challenges
Challenge the status quo
We’re all in this together
Want the opportunity to make an impact
Fear boredom more than anything else
Managing the Millennials
Demonstrate the stability and long-term value of your organization, and also show how your organization is flexible and filled with learning opportunities for them.
Provide work schedules that help them build careers and families at the same time.
Make groups and teams part of their job.
Follow-up questions:
What impact has this issues had on:
1)Service delivery
2)The expectations of survivors you are serving?
3)Staff policies and performance evals
Struggle of E.D.s to maintain rules and legal obligations while also getting the most productivity and effectiveness out of your staff and board volunteers.
3 strategies to manage by:
1) Communication
2) Delegation
1) Communication
• What do your employees want from a work environment?– Forget exit surveys; why do people stay?– What do you want from your work environment?
• Talk about people’s differences amongst your team
• Develop an action plan specific to your team
• Talk about conflict – do not let it fester• Recognize there also may be cultural factors that may
also add to the challenges of generations communicating and working with one another.
2) Delegation
• Boomers want teamwork, Xer’s want independence, Y’s want more responsibility.
• Delegation can be the answer to everyone’s needs
• Prepare Xer’s for the next role, challenge Y’s, give Boomers some much needed balance.
• Requires accountability and feedback
Other suggestions:• Think skills, not age: Positions traditionally filled by young people who are on their
way up the corporate ladder may also be ideal for older workers "downshifting" in their work lives.
• Strategize by cohort: Tailor your managerial approach, and encourage the organization to craft roles, compensation, and benefits targeted at the needs of each group.
• Communicate like a marketer: Delve into the motivators of each cohort, and use these to hone your communications—from one-on-one coaching to department or company newsletters.
• Facilitate mentoring: Mentoring roles can provide fresh challenges to middle and older cohort workers, stimulating their productivity while also ensuring knowledge transfer and building institutional memory.
Eric J. McNulty is the managing director of Harvard Business School Publishing's conference division. In his article, “It's Time to Rethink What You Think You Know About Managing People," (Harvard Management Update, Vol. 11, No. 2, February 2006), he offered the following tips for managing multiple generations.
32
QUESTIONS AND COMMENTS