Managing Generational DiversityJohn Sclafani<br />Generational Diversity<br />Leading and motivating different types of pe...
Agenda<br /><ul><li>A Favorite leader
Why picking the right team is so important
Generational diversity
Motivating different people</li></ul>Discussion:	How do you motivate and build your team and team culture?<br />
Best In Class – Getting the Right Team<br />Waiting it out to hire the right person is better than paying high cost to hir...
Three categories of employees:<br />Engaged— These employees are loyal & psychologically committed to the organization.  T...
How <br />can we <br />grow?<br />Do I belong?<br />Engagement Levels<br />Moving up the engagement pyramid<br />Opportuni...
Retaining Engaged Employees<br />Establish and clearly communicate goals<br /><ul><li>Promote diversity and inclusiveness
Promote individual growth and development
Address under-performers
Reward over-achievers</li></li></ul><li>How do and motivate diverse people?<br />We first must understand them<br />
Generational Diversity<br />And<br />Leading different types of people<br />
The Generations<br />Veterans<br />1922-1943<br />Boomers<br />1943-1964<br />Gen X<br />1965-1980<br />Gen Y<br />1980-20...
The Veterans<br />1922-1943<br />Youngest individuals are <br />67 years old<br />
<ul><li>Born 1922-1943
Seminal Events
The Depression
Hitler
Pearl Harbor
Korean War
Heroes
Superman
FDR
MacArthur/Patton
Babe Ruth
Joe DiMaggio
Ted Williams</li></ul>Generations:  The Veterans<br />
Boomers<br />1943-1964<br />Ages 64-46 years old<br />
<ul><li>Born 1943-1964
Seminal Events
Vietnam
Assassination of King & Kennedy brothers
Man on the Moon
Woodstock
Heroes
Gandhi
John Kennedy
Martin Luther King
John Glenn</li></ul>Generation Boomers<br />
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Managing generational diversity v.2

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Managing generational diversity v.2

  1. 1. Managing Generational DiversityJohn Sclafani<br />Generational Diversity<br />Leading and motivating different types of people<br />
  2. 2. Agenda<br /><ul><li>A Favorite leader
  3. 3. Why picking the right team is so important
  4. 4. Generational diversity
  5. 5. Motivating different people</li></ul>Discussion: How do you motivate and build your team and team culture?<br />
  6. 6. Best In Class – Getting the Right Team<br />Waiting it out to hire the right person is better than paying high cost to hire the wrong person<br />Diversity is essential - important not to hire someone just like yourself<br />Managers need to continuously improve and educate themselves in the people selection process<br />
  7. 7. Three categories of employees:<br />Engaged— These employees are loyal & psychologically committed to the organization. They are more productive, more likely to stay with their company for at least a year, less likely to have accidents on the job and/or steal.<br />Not Engaged— These employees may be productive but they are not psychologically connected to their company. They are more likely to miss workdays and more likely to leave.<br />Actively Disengaged— These employees are physically present but psychologically absent. They are unhappy with their work situation and insist on sharing that unhappiness with their colleagues. <br />
  8. 8. How <br />can we <br />grow?<br />Do I belong?<br />Engagement Levels<br />Moving up the engagement pyramid<br />Opportunities to learn and grow<br />Progress in last six months<br />Coworkers committed to quality<br />Mission/Purpose of company<br />My opinions count<br />Encourages development<br />Supervisor/Someone cares<br />What do I give?<br />Recognition last seven days<br />Do what I do best every day<br />Materials and equipment<br />What do I get?<br />I know what is expected<br />
  9. 9. Retaining Engaged Employees<br />Establish and clearly communicate goals<br /><ul><li>Promote diversity and inclusiveness
  10. 10. Promote individual growth and development
  11. 11. Address under-performers
  12. 12. Reward over-achievers</li></li></ul><li>How do and motivate diverse people?<br />We first must understand them<br />
  13. 13. Generational Diversity<br />And<br />Leading different types of people<br />
  14. 14. The Generations<br />Veterans<br />1922-1943<br />Boomers<br />1943-1964<br />Gen X<br />1965-1980<br />Gen Y<br />1980-2007<br />
  15. 15. The Veterans<br />1922-1943<br />Youngest individuals are <br />67 years old<br />
  16. 16. <ul><li>Born 1922-1943
  17. 17. Seminal Events
  18. 18. The Depression
  19. 19. Hitler
  20. 20. Pearl Harbor
  21. 21. Korean War
  22. 22. Heroes
  23. 23. Superman
  24. 24. FDR
  25. 25. MacArthur/Patton
  26. 26. Babe Ruth
  27. 27. Joe DiMaggio
  28. 28. Ted Williams</li></ul>Generations: The Veterans<br />
  29. 29. Boomers<br />1943-1964<br />Ages 64-46 years old<br />
  30. 30. <ul><li>Born 1943-1964
  31. 31. Seminal Events
  32. 32. Vietnam
  33. 33. Assassination of King & Kennedy brothers
  34. 34. Man on the Moon
  35. 35. Woodstock
  36. 36. Heroes
  37. 37. Gandhi
  38. 38. John Kennedy
  39. 39. Martin Luther King
  40. 40. John Glenn</li></ul>Generation Boomers<br />
  41. 41. <ul><li>Optimism
  42. 42. Team orientation
  43. 43. Personal gratification
  44. 44. Health and wellness
  45. 45. Personal growth
  46. 46. Work
  47. 47. Competition
  48. 48. Success
  49. 49. Inclusion
  50. 50. Fight for a cause
  51. 51. “Show me”
  52. 52. Youth</li></ul>Boomers’: Core Values…<br />
  53. 53. It’s All About<br />ME<br />Boomers’: Known As…<br />
  54. 54. <ul><li>What Veterans say that boomers are…
  55. 55. They talk about things they shouldn’t
  56. 56. They think only of themselves
  57. 57. What Xers say that boomers are…
  58. 58. They are self-righteous
  59. 59. Talk the talk but never walk the walk
  60. 60. What’s the fad this week?
  61. 61. Clueless
  62. 62. What Y Gen say that boomers are…
  63. 63. Pretty cool but they work too much</li></ul>Boomers’: What Others Say…<br />
  64. 64. Boomers’: At Work…<br /><ul><li>Assets
  65. 65. Driven
  66. 66. Go beyond call of duty
  67. 67. Want recognition and willing to please
  68. 68. Good at teamwork
  69. 69. Work at relationships
  70. 70. Liabilities
  71. 71. Self-centered
  72. 72. Judgmental
  73. 73. Sensitive, particularly to non-positive feedback
  74. 74. Too much focus on process, not result
  75. 75. Hesitant to disagree with peers</li></li></ul><li>Generation X<br />Xers1965 – 1980<br />Ages 45-27<br />
  76. 76. <ul><li>Born 1965-1980
  77. 77. Seminal Events
  78. 78. Watergate
  79. 79. Personal computers marketed
  80. 80. Massive layoffs from US corporations
  81. 81. Ronald Reagan as President
  82. 82. Fall of the Berlin Wall
  83. 83. Heroes
  84. 84. none</li></ul>Generations: The Xers<br />
  85. 85. <ul><li>Diversity
  86. 86. Techno literacy
  87. 87. Balance
  88. 88. Fun
  89. 89. Informality
  90. 90. Thinking globally
  91. 91. Self-reliance
  92. 92. Creativity
  93. 93. Independence
  94. 94. Information
  95. 95. Feedback
  96. 96. Entrepreneurial Spirit
  97. 97. Cynicism</li></ul>Xers’: Core Values…<br />
  98. 98. Skeptical<br />Xers’: Known as…<br />
  99. 99. <ul><li>Wary of Institutions
  100. 100. Highly Self-Reliant
  101. 101. Addicted to Information
  102. 102. Dependent on Immediacy</li></ul>Xers’: Four Themes<br />
  103. 103. What Veterans Say about X ers is…<br /><ul><li>Uneducated with no respect for authority, experience, procedures, or hard work</li></ul>What Boomers Say about X ers is…<br /><ul><li>Slackers with a rude, laid back attitude
  104. 104. Unwilling to wait their turn</li></ul>What Generation “Y” Say about X ers is…<br /><ul><li>“Cheer up!”</li></ul>Xers’: What Others Say…<br />
  105. 105. <ul><li>Assets
  106. 106. Technology freaks
  107. 107. Independent
  108. 108. Flexible
  109. 109. Innovative
  110. 110. Un-intimidated
  111. 111. Liabilities
  112. 112. Cynical
  113. 113. Impatient
  114. 114. Task oriented
  115. 115. Poor interpersonal skills</li></ul>Xers’: At Work…<br />
  116. 116. <ul><li>Change the paradigm—they are not slackers.
  117. 117. Value them as individuals
  118. 118. Keep open lines of communication
  119. 119. Provide and be willing to receive constant feedback
  120. 120. Set clear deadlines and precisely defined outcomes
  121. 121. Give them the freedom to excel and psychological space to thrive</li></ul>Xers’: To Motivate…<br />
  122. 122. <ul><li>Delegate well
  123. 123. Flexible
  124. 124. Multi-task
  125. 125. Ask the difficult questions
  126. 126. Focus on results
  127. 127. Distaste for discipline
  128. 128. “Expect” things to be done
  129. 129. Hard time with authority/corporate
  130. 130. Little tolerance or understanding of other generation’s needs</li></ul>Xers’: As Managers…<br />
  131. 131. Gen Y<br />1980-2007<br />Ages 27 and under<br />
  132. 132. Generation Y -- The Nexters<br /><ul><li>Born 1980-2007
  133. 133. Seminal Events
  134. 134. Oklahoma City bombing
  135. 135. Schoolyard shootings
  136. 136. Internet
  137. 137. Death of Princess Diana
  138. 138. Clinton/Lewinsky
  139. 139. 9/11
  140. 140. Heroes
  141. 141. Michael Jordan
  142. 142. Mark McGwire/Sammy Sosa
  143. 143. Bill Gates
  144. 144. Mia Hamm, Tiger Woods
  145. 145. Firefighters, Policemen, Special forces in the Military</li></li></ul><li>Nexters’: “Current” Core Values…<br /><ul><li>Optimism
  146. 146. Civic Duty
  147. 147. Confidence
  148. 148. Achievement
  149. 149. Sociability
  150. 150. Morality
  151. 151. Diversity
  152. 152. Street Smarts
  153. 153. Technology
  154. 154. Money</li></li></ul><li>Gen Y: At Work…<br /><ul><li>Assets
  155. 155. Optimistic
  156. 156. Tenacious
  157. 157. Heroic
  158. 158. Multi-tasking
  159. 159. Techno savvy
  160. 160. Liabilities
  161. 161. Need structure, supervision, and help with people issues
  162. 162. A knack for collective action when wronged</li></li></ul><li>It’s okay to have several right<br />answers<br />Nexters’: Philosophically…<br />
  163. 163. “Clash points”<br />
  164. 164. Clash Point: Job Changing<br /><ul><li>Veterans: Job changing carries a stigma
  165. 165. Boomers: Job changing puts you behind
  166. 166. Gen X: Job changing is necessary
  167. 167. Gen Y: Job changing is part of my daily routine</li></ul>Source: Millennials Rising<br />
  168. 168. <ul><li>Veterans: No news is good news
  169. 169. Boomers: Feedback once a year, positive with lots of documentation
  170. 170. Gen X: Hey, how am I doing?
  171. 171. Gen Y: Feedback whenever I want it at the push of a button.</li></ul>Source: Millennials Rising<br />Clash Point: Feedback<br />
  172. 172. Clash Point: Rewards<br /><ul><li>Veterans: The satisfaction of a job well done
  173. 173. Boomers: Money, Title, Recognition, the corner office
  174. 174. GenX: Freedom
  175. 175. Gen Y: Work that has meaning</li></ul>Source: Millennials Rising<br />
  176. 176. Clash Point: Career Goals<br /><ul><li>Veterans: Build a legacy
  177. 177. Boomers: Build a stellar career
  178. 178. Gen X: Build a portable career
  179. 179. Gen Y: Build parallel careers</li></ul>Source: Millennials Rising<br />
  180. 180. Communicating with Gen Y<br /><ul><li>Use action words
  181. 181. Challenge them
  182. 182. Tell them why
  183. 183. Don't talk DOWN to them
  184. 184. Encourage risk taking
  185. 185. Don’t take yourself or them too seriously</li></li></ul><li>Communicating with Gen Y<br />A totally different language…<br /><ul><li>MYOB! GTG. TTYL.
  186. 186. LOL!! BRB
  187. 187. Mac vs. PC
  188. 188. Fist bumps</li></li></ul><li>How <br />can we <br />grow?<br />Do I belong?<br />Understand there are differences.<br />Do your best to bridge differences.<br />Build a culture to move your employees up the engagement pyramid.<br />What do I give?<br />What do I get?<br />
  189. 189. Understand these differences AND build a culture<br />So with so many different styles, how do you build a team?<br />How you communicate differently with different groups<br />What to do for fun. How do you bridge difference<br />Share one success you have had<br />

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