Leveraging And Managing Generation Capital


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Leveraging And Managing Generation Capital

  1. 1. Leveraging and Managing Generation Human Capital
  2. 2. Alicia Agnew, Moderator Small Business Development Consultant, African American Chamber of Commerce Jennifer Gleeson Blue Founder, GenEdge Ken Haycook Owner, Kendel Group Nicole Lipkin Co-Author, Y in the Workplace: Managing the “Me First” Generation
  3. 3. Jennifer Gleeson Blue Founder GenEdge
  4. 4. Ken Haycook Owner Kendel Group
  5. 5. How to Manage Your New Employees Kendel Group 10/13/2009 5
  6. 6. It’s important to remember that generalizations about the generations are just that. Age defines a demographic, not a person. You have to pay attention to individual personalities Kendel Group 10/13/2009 6
  7. 7. Background: ◦ Baby Boomers (1946 – 1964) ◦ Generation X (1964 -1980) ◦ Generation Y (1981-2000) (Generation E) Kendel Group 10/13/2009 7
  8. 8. ~70 Million Boomers * ~40 Million Gen X* ~ 68 Million Gen Y * 45% of all businesses are owned or ran by Boomers # * AARP # US Census Bureau Kendel Group 10/13/2009 8
  9. 9. Gen X has only 10 % of leadership positions* 89% of graduating Gen Y Seniors expect a job offer, 74% expect 2 offers. # 48% will boomerang, 22% will live with their parents for as long as 6 months# * Careerbuilder Survey # Monster Trak Survey Kendel Group 10/13/2009 9
  10. 10. Even after being hired, 66% Gen Y’s will continue to job surf # 44% will renege on employee contracts if something better comes along # 56% expect a promotion within 12 months, 61% expect a flexible work schedules and 50% more vacation than normal* # Monster Trak Survey * Wall Street Journal Kendel Group 10/13/2009 10
  11. 11. Self-assured ◦ Self-inventive/individualistic, Celebrate diversity ◦ Rewrite the rules ◦ They need to understand the requirements of business You gotta to take charge ◦ Irreverence of institutions with no community involvement ◦ Be prepared for demanding, high expectations, high maintenance people ◦ They will strive for supervision Kendel Group
  12. 12. Well Educated ◦ Spend time providing information and guidance ◦ Offer a customized training plan ◦ Classes should include classic soft skills – Orientation, Leadership, Communications, Time Management, etc. Test me ◦ Offer Immediate “hands-on” work ◦ Let them make decisions ◦ Be impressed with their decisions Kendel Group
  13. 13. Community-awareness ◦ Very aware of community problems ◦ Will select responsible companies first ◦ You both should look for the noble causes Let’s have fun ◦ Work/life balance ◦ Edutainment is required ◦ Don’t forget you own sense of humor Kendel Group
  14. 14. Inclusive ◦ Friends are their family too ◦ No one is left behind ◦ They will collectively quit Respect me ◦ Money is not important (or NOT), respect is ◦ Value me as you value the older staff ◦ Be prepared to address this issue directly Kendel Group
  15. 15. Be flexible ◦ Telecommuting, Split shifts, job sharing ◦ Casual dress every day ◦ Be sure to do an Employee/Employer Contract Goal Setting and Attainment-oriented ◦ Loyalty is to team or project partners ◦ Work well with my friends on my team ◦ Accommodate this if possible with a senior mentor Kendel Group
  16. 16. Can be more productive ◦ Excellent Communication skills ◦ Distrust email, over trusts MySpace, etc. ◦ You must learn new technology to keep up Genuinely nice (or NOT). ◦ They were taught proper manners ◦ They have to help people at work Kendel Group
  17. 17. 1. Always look for a leader in the group. 2. There will be a re-thinking of work as work. 3. Job Sites will suffer because Gen Y’s will not use them. Kendel Group
  18. 18. 4. Work force in the physical labor jobs will be nearly impossible to find. 5. Entrepreneurship will change. Kendel Group
  19. 19. 6. International cooperation will increase. 7. Gen Y’s will work in from 7 – 9 areas (Jobs, companies, countries, etc) before they retire. 8. The Bad news is this is not an American Problem. ~60 % of the Gen Y Chinese and ~80% of the India Gen Y’s were reported to feel the same way. Kendel Group
  20. 20. Ken Haycook, PMP Kendel Group www.kendelgrp.com khaycook@kendelgrp.com 501-351-3942 Kendel Group 10/13/2009 20
  21. 21. Nicole Lipkin Co-Author Y in the Workforce: Managing the “Me First” Generation
  22. 22. • Used to winning and being the best • They want to impress and do well • They are thinking of ways to impress and  please • They want to progress quickly
  23. 23. • Hands off ≠ Empowerment • Effective leadership and management means:  – Being present and available – Skill development (technical and people skills) – High engagement and High support
  24. 24. Gen Y is used to being over‐parented and negotiating:  • Providing structure, boundaries and clear expectations  with on‐boarding but revisit through reviews • Role empowerment • Career/leadership development • Clearly identify what is negotiable and what is not • Help them keep score • Let them prove themselves • Demand follow through and consistency
  25. 25. • Look for the natural teachers and relationship  builders • Look for the one’s who are open to learning  and being challenged (and also open to  feedback) • Understand the context of the culture, what  initiatives are you trying to drive‐balance  between results and behavior • Look for those that are high in EQ
  26. 26. • Four domains: – Self‐awareness – Knowing and understanding what you are experiencing – Self‐management – Managing and expressing your emotions in socially  appropriate ways – Social awareness – Recognizing and having empathy for how others are  feeling  – Relationship management – Inspiring and influencing others, conflict  management • Emotionally intelligent leaders empower and energize others  through: – Enthusiasm – Inspiration – Ability to reflect on situations – Empathy – Self management emotionally and socially – Effective in understanding what others need in order to develop, learn  and grow
  27. 27. Nicole A. Lipkin, Psy.D., M.B.A. Business Consultant & Leadership Coach www.equilibriacoaching.com nlipkin@equilibriapcs.com 267‐861‐3685
  28. 28. Question & Answer
  29. 29. Please complete the survey being distributed by the volunteers. Surveys may be returned to the volunteers or at the Registration Desk in Ballroom A.
  30. 30. Thank you to our sponsors