Bridging the generational gap

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Bridging the generational gap

  1. 1. www.ejswebster.com Jennifer M. Webster 1 Bridging the Generational Gap Business Strategies, Inc.
  2. 2. www.ejswebster.com Jennifer M. Webster 2 Workshop Outcomes  Communicate more effectively regardless of generational differences.  Evaluate your own generational obstacles to collaboration in the workplace and beyond.  Describe effective motivation and retention techniques for individuals from different generations.  Prepare yourself and your employees to focus on teamwork, productivity and civility rather than generational stereotypes.
  3. 3. www.ejswebster.com Jennifer M. Webster 3 Agenda  Welcome and Introductions  The Different Generations  Looking at Your Own Team  Stereotyping  The Future  The Bridge and Beyond
  4. 4. www.ejswebster.com Jennifer M. Webster 4 Generational Scenarios  Mary, 45, a property manager, is having difficulty communicating with, much less motivating, her recently hired leasing professional, Shannon, 27, who after six months at the profession seems to be lacking her original drive. Shannon, who believed she had met all goals set by Mary, wonders why her boss continues to hover around her while she works.
  5. 5. www.ejswebster.com Jennifer M. Webster 5 Scenarios Continued  And Rosemary, 49, a regional vice president, cannot understand why her office manager; Stephanie, 30, is not willing to work a nine-hour shift every weekday and won't commit to agreeing to check-in for messages for just one hour each Saturday.
  6. 6. www.ejswebster.com Jennifer M. Webster 6 Values  Are a major component of culture  Develop as early as 18 months of age  Are locked in between age and 10 to 20 years  May change in priority, dependent upon your cycle of life
  7. 7. www.ejswebster.com Jennifer M. Webster 7 The Different Generations  Traditionalists/Veterans; 1900 – 1943  Baby Boomers; 1944 – 1964  Generation “X”; 1964 – 1981  Generation Next (Millennial), “Y”, Echo Boomers; 1981 – 2000?
  8. 8. www.ejswebster.com Jennifer M. Webster 8 Other Names  Vets – Seniors, Veterans, Pre-Boomers, Matures, The Great Generation  Boomers – Just boomers!  Gen “X” – Baby busters, latch key kids, the lost generation  Gen “Y” – Millennials, The Next Great Generation, Generation Net, Nexters, Echo Boomers, Gen I (Internet)
  9. 9. www.ejswebster.com Jennifer M. Webster 9 Each Generation  Each generation has distinct attitudes, behaviors, expectations, habits and motivational buttons.
  10. 10. www.ejswebster.com Jennifer M. Webster 10 Generation “Y” Interview  http://www.youtube.com/watch? v=tKs8QV022BE
  11. 11. www.ejswebster.com Jennifer M. Webster 11 Gen Y Expectations  To work with positive people  To be challenged  To be treated respectfully  To learn new knowledge and skills  To work in friendly and fun environments  To have flexible schedules  To be paid well
  12. 12. www.ejswebster.com Jennifer M. Webster 12 How Gen Y Learns  In networks, teams or swarms  Using multi-media  While being entertained and excited  Experientially
  13. 13. www.ejswebster.com Jennifer M. Webster 13 Gen Y and Communication  Positive  Respectful  Motivational  Electronic  In person if the message is really important
  14. 14. www.ejswebster.com Jennifer M. Webster 14 Core Elements Veterans  Respect for authority  Conformers  Discipline  Nuclear family  Education is a dream  Save Boomers  Optimism  Involvement  Disintegrating family  Education is a birthright  Buy now, pay later
  15. 15. www.ejswebster.com Jennifer M. Webster 15 Core Elements Gen X  Skepticism  Fun  Informality  Latch-key kids  Education – a way to get there  Money - cautious Gen Y  Realism  Confidence  Extreme fun  Social  Merged families  Education – expensive  Earn to spend
  16. 16. www.ejswebster.com Jennifer M. Webster 16 Work Ethic and Values  Veterans – hard work, respect authority, sacrifice, duty before fun, adhere to rules  Boomers – workaholics, work efficiently, crusading causes, personal fulfillment, desire quality  Gen X – eliminate the task, self-reliance, want structure and direction, skeptical  Gen Y – what’s next, multi-tasking, tenacity, entrepreneurial, tolerant, goal oriented
  17. 17. www.ejswebster.com Jennifer M. Webster 17 Work is…  Vets – an obligation  Boomers – an exciting adventure  Gen X – a difficult challenge, a contract  Gen Y – A means to an end, fulfillment
  18. 18. www.ejswebster.com Jennifer M. Webster 18 Feedback and Rewards  Vets – no news is good news, satisfaction in a job well done  Boomers – don’t appreciate it, money, title recognition  Gen X – sorry to interrupt, but how am I doing?, freedom is the best reward  Gen Y – Whenever I want it, at the push of a button, meaningful work
  19. 19. www.ejswebster.com Jennifer M. Webster 19 Differences on the Job  Baby Boomers – heavy focus on work as an anchor in their lives  Gen Xers – enjoy work but are more concerned with work/life navigation  Gen Yers – Can work flexibly anytime, anyplace and that they should be evaluated on work product (not how or where it got done). Decrease in career ambition in favor of more family time, less travel and less personal pressure
  20. 20. www.ejswebster.com Jennifer M. Webster 20 Technology Changes for X and Y  More skilled at multi-tasking  Agile in making decisions, evaluating risks and managing dilemmas  Flexible and persistent in the face of change  Highly skilled in social networking and team activities
  21. 21. www.ejswebster.com Jennifer M. Webster 21 Looking at Your Own Team  Map out the generational “make-up” of your team  What does this diagram tell you about your team?  What areas might you need to help “compensate” for on your team?
  22. 22. www.ejswebster.com Jennifer M. Webster 22 What Do You Appreciate?  Look at the different generations  What do you appreciate?  What frustrates you?  What can you do?
  23. 23. www.ejswebster.com Jennifer M. Webster 23 Stereotyping and the Assumption Cycle  Assumption  Belief  Behavior  Action
  24. 24. www.ejswebster.com Jennifer M. Webster 24 Changing the Stereotypes  What stereotypes or myths do you have about those in other generations?  Are these mostly negative or positive?  Where do these stereotypes and assumptions come from?  What can you individually and collectively do to change these stereotypes and assumptions?  How will this change the way people work together on a day-to-day basis?
  25. 25. www.ejswebster.com Jennifer M. Webster 25 The Future  1960…20 years  Today…4 years  Next Decade…37 days
  26. 26. www.ejswebster.com Jennifer M. Webster 26 Gen Xers working with Boomers  Show respect  Choose face-to-face conversations  Give them your full attention  Play the game  Learn the corporate history
  27. 27. www.ejswebster.com Jennifer M. Webster 27 Boomers working with Xers  Get to the point  Use email  Give them space  Get over the notion of dues paying  Lighten up
  28. 28. www.ejswebster.com Jennifer M. Webster 28 Working with Traditionalists  Honor the chain of command  Offer them job security  Value their experience  Appreciate their dedication
  29. 29. www.ejswebster.com Jennifer M. Webster 29 Working with Millennials  Challenge them  Ask them their opinion  Find them a mentor  Provide timely feedback
  30. 30. www.ejswebster.com Jennifer M. Webster 30 The Bridge and Beyond  Be respectful of everyone  Engage people in conversation  You can make a difference with someone else  Open up your eyes and ears and listen to people  Nice goes a long way  Develop an appreciation for different styles

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