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Women at work(2.18.11)updated
 

Women at work(2.18.11)updated

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    Women at work(2.18.11)updated Women at work(2.18.11)updated Presentation Transcript

    • Sponsored By:
    • Soar through meetings with diverse participants.  Using this information you can Generational personalities in the Workplace: RESPECT AGE & YOUTH for success in the workplace!
        • Inspire and Decide like an Eagle
        • Influence like a Peacock
        • Be a Team Player like a Dove
        • Problem Solve like an Owl
    • Interaction with Different Personalities in the Work Place Recognizing the general characteristics of people and using bird profiles in tandem with generational differences for effective communication.
    • What is the BIRD Theory?
    • The 4 Bird Personalities at Work and How to Identify each.
    • THE EAGLE Inspire and Decide like an Eagle DISC “ Red or also known as the High D” = The Dominant Bird Eagle .
    • The Peacock DISC “ Yellow or also known as the High I ” = The Influential Bird Peacock . Influence like a Peacock
    • The Dove DISC “ Green or also known as the High S ” = The Steady Bird Dove Be a Team Player like a Dove
    • The Owl DISC “ Blue or also known as the High D ” = The Conscientious Bird Owl Problem Solve like an Owl
    • Now that you know the Bird Theory How Do You Define “Generations in the Work Place?”
    • How to Play Nicely in the sand box with everyone else!
    • Traditionalists (Matures) Born Prior to 1946 Baby Boomers Born 1946-1964 Generation X Born 1965-1981 Generation Y (Millennials) Born 1982-1995 Generation Z Born 1996- 2009 5 Generations in the Work Place
    • Traditionalists (Matures) Born Prior to 1946
    • TRADITIONALISTS PRINCIPLES
      • Responsibility
      • Trustworthy and Loyal
      • Respect for Authority
      • Disciplined
      • Conformers
      • Conservative and Not Risk Takers
      • Frugal and Good Savers
      • Independent Thinkers
    • TRADITIONALISTS INTERACTIONS
      • Enjoys Privacy
      • Face to Face Communication Preferred
      • Responds to Logic
      • Focuses on The Spoken Word
      • Functions Well in Traditional Settings
      • Support your Data
      • Etiquette Matters
    • TRADITIONALISTS LEADERSHIP
      • Leadership style – Directive
      • Authoritative
      • Chain of Command Followed
      • Results driven
      • Great Helpers and Supporters
      • Lead by “Do As I Say”
    • TRADITIONALISTS PROFESSION
      • Strong Work Ethic
      • Career Defines Who They Are
      • Work Considered Obligation as Adult
      • Duty Before Pleasure
      • Respect for the Rules
      • Short-term Sacrifices for Rewards
    • TRADITIONALISTS SUPERVISION
      • Value Their Experience
      • Use Them in Mentor Programs
      • Knowledgeable
      • Job Skills Enhancement
      • Provide Stability and Security
      • Don’t Waste Their Time
    • TRADITIONALISTS ACKNOWLEDGEMENT & APPRECIATION
      • Satisfaction is a “Job Well Done”
      • Requires Little Feedback
      • Understands Goal Setting
      • Prefers Formal Recognition
      • Prefers Personal Rewards
    • Baby Boomers Born 1946-1964
    • BABY BOOMERS PRINCIPLES
      • Own a home
      • Workaholics
      • Nostalgic
      • Independent
      • Consensus building
      • Practical idealists
    • BABY BOOMERS INTERACTIONS
      • Direct
      • Adult Learners
      • Storytellers
      • Optimistic
    • BABY BOOMERS LEADERSHIP
      • Trust yet verify
      • Visionary
      • Comfortable giving feedback to others
    • BABY BOOMERS PROFESSION
      • Work is the “Identity”
      • Competition is good.
      • “ What do you do?”
      • Value Learning
    • BABY BOOMERS SUPERVISION
        • How to manage a Baby Boomer:
      • Use feedback and documentation
        • Respect, respect, respect.
    • BABY BOOMERS ACKNOWLEDGEMENT & APPRECIATION
      • Praise in public
      • Discipline in private
      • Don’t take Credit for their hard work
    • Generation X Born 1965-1981
      • GENERATION X PRINCIPLES
        • Entrepreneurial Spirit
        • Loyalty
        • Independence and Creativity
        • Information
        • Feedback
        • Quality of Work Life
    • GENERATION X INTERACTIONS
      • Use email as a primary communication
      • Talk in short sound bites
      • Ask them for their feedback
      • Share information on a regular basis
      • Use an informal communication style
      • GENERATION X LEADERSHIP
      • Prefer management styles that promote honesty and integrity
      • Learning opportunities & creative challenges
      • Prefer feedback & recognition with rewards
      • First leaders in real global interconnected market place
    • GENERATION X PROFESSION
      • Job security is a myth
      • Viewed as being less driven in work habits
      • Value taking care of themselves and families
      • Leverage time, talents, skills and energy
      • 85% care about the future of their organization
      • 83% are willing to go above and beyond for their organization
    • GENERATION X SUPERVISION
      • Flexible work arrangements
      • Opportunities to learn new skills
      • Career development opportunities
      • Compensation that reflects contribution
    • GENERATION X ACKNOWLEDGEMENT & APPRECIATION
      • Meaningful, personal communication
      • Prefer a lot of positive feedback
      • Huge emphasis on work/life balance
      • Define rewards and recognition
    • Generation Y (Nexters) Born 1982-1995
    • Generation Y (Nexters) PRINCIPLES
      • Optimistic
      • Confident
      • Social
      • Flexible
    • Generation Y (Nexters) INTERACTIONS
      • Cell phones (texting)
      • Internet (email, MySpace, Facebook, etc)
      • Praise
    • Generation Y (Nexters) LEADERSHIP
      • Will not accept “my way or the highway” approach
      • Always looking for the Faster more efficient way to do things
    • Generation Y (Nexters) PROFESSION
      • Thrive in fast-paced “High Tech” environment
      • Sense of entitlement
      • Needs constant positive reinforcement
    • Generation Y (Millennials) SUPERVISION
    • Generation Y (Nexters) ACKNOWLEDGEMENT & APPRECIATION
        • Motivated by money
        • Needs defined goals
        • Praise
        • Rewards
    • Generation Z Born 1996-2009
    • Generation Z Principles
      • Individualistic
      • Multi-Taskers
      • Creative
      • Socially Aware
      • Green
    • Generation Z Interactions
      • Smart phones
      • Instant Message
      • Text Messages
      • Social Networking
    • Generation Z Leadership Small Projects / Single Tasks Same Level as Senior Employees
      • Closer Management
      • Feel on Same Level as Senior Employees
      • Large Projects with Single Tasks
      • Advisors
    • Generation Z Profession
      • Works best in a fast paced environment
      • Consumer oriented
      • Very ambitious
      • Expects instant results
    • Generation Z SUPERVISION
      • Expect constant feedback
      • Need constant stimulation
      • Smaller projects
      • Variety of tasks assigned
    • Generation Z AKNOWLEDGEMENT & APPEICIATION
      • Incentives and bonuses
      • Constant Feedback
      • Positive feedback
      • Managers influence overall motivation as much as any organizational policy does
      • Lead by example
      • Recognize individual differences
      • Match people to jobs
      • Tailor rewards to individuals
      • Link reward directly to performance or goal
      • Check for fairness and equity among performers
      • Practice open communication
      • Allow for individual differences but recognize performance and achievement
      Roles of A Leader
    • Generational Similarities
      • Career Development
      • Recognition – Feedback on Performance
      • Management - Interested in What They Are Doing
      • Make a Significant Impact on the Business
      • Flexibility of Reward & Recognition
      • Want to be Communicated To
      • Feel They Belong and Are Connected
      • Contributing to the Company Success
      • Most Will Participate on Teams to Define Program
    • Universal Needs in the Work Place Drive to Acquire – Be Promoted & Get Corner Office Drive to Bond – Feel Proud to be Part of the Organization Drive to Comprehend – Desire to Make Meaningful Contribution with Challenging Job for Growth Drive to Defend – Leads to Feelings of Security and C Confidence Drive to Globalism – Desire to work in a virtual work environment
    • Questions?