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Managing Generations in the Workplace

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  • Word association game. What words come to mind when you see this? (expect fear, bad, fight, death, problem, etc.). Suggestions: growth, development, necessary, learning, change, evolution,
  • Transcript

    • 1. Managing Generational Diversity Management Training Blue Cross Blue Shield of Florida by Jamie Notter Vice President, Organizational Effectiveness
    • 2. Objectives
      • Cut through the hype around generational differences
      • Think critically about how to apply knowledge about generational differences to the workplace
      • Learn skills for communicating and managing conflict that can be applied directly to a multi-generational workforce.
    • 3. Today
      • Introductions and background
      • Understanding Generations
        • Cutting Through the Hype
        • Theory
        • 4 Generations in today’s workforce
      • So What? Applying Generational Knowledge
      • Better Conversations: Managing (Generational) Conflict
      • Next Steps: What will You Do Differently?
    • 4. Schedule
      • Start (1:00pm)
      • Work
      • Break
      • Work some more
      • Finish (4:00pm)
    • 5. Generational Diversity in the Workplace: Hype Won’t Get You Results Hype Won’t Get You Results Silent Generation Baby Boomers Generation X Millennials
    • 6.  
    • 7.  
    • 8.  
    • 9. ?
    • 10. generational diversity hype? knowledge?
    • 11. silent generation baby boomers generation x millennial generation 1925-42 (68–85) 1943-60 (50–67) 1961-81 (29–49) 1982-2005 (5–28)
    • 12.
      • can’t handle change
      • can’t think outside the box
      • overly reliant on hierarchy
      • too cautious; won’t take risks
      silent generation HYPE
    • 13.
      • Self-absorbed
      • let’s all sing kumbaya
      • what budget?
      • workaholics
      baby boomers HYPE
    • 14.
      • cynical slackers
      • not team players
      • no respect for authority, hierarchy
      • won’t pay their dues
      generation x HYPE
    • 15.
      • unrealistic expectations
      • overly dependent
      • informal to the extreme
      • OMG! WCTUCS?
      millennial generation HYPE
    • 16. 1. Mostly negative HYPE 2. True 3. Solution: blame “them”
    • 17. life stages theory of generations values social moments
    • 18.
      • youth
      • rising adult
      • midlife adult
      • elder
      life stages theory of generations
    • 19. values theory of generations
    • 20.  
    • 21.  
    • 22.  
    • 23. social moments theory of generations
    • 24. The Baby Boom Source: U.S. Census data, reported at www.bbhq.com
    • 25.  
    • 26. silent generation baby boomers generation x millennial generation 1925-42 (68–85) 1943-60 (50–67) 1961-81 (29–49) 1982-2005 (5–28)
    • 27.
      • context: shadow of depression and world war two
      • characteristics: favor command and control, security, delayed reward
      • workplace assets: stable, loyal, hard working
      • workplace liabilities: inept with change, won’t buck system, uncomfortable with conflict
      silent generation: born 1925 to 1942
    • 28.
      • context: protests, youthful rebellion, anti-war, civil rights, social upheaval
      • characteristics: idealistic, group/team focused, hard work for the cause, self-fulfillment
      • workplace assets: driven, service oriented, good team players
      • workplace liabilities: not budget minded, reluctant to go against peers, uncomfortable with conflict
      baby boomers: born 1943 to 1960
    • 29.
      • context: energy crisis, corporate downsizing, inflation, latch-key kids
      • characteristics: independent, less stock in title or position, work-life balance
      • workplace assets: adaptable, independent, techno-literate
      • workplace liabilities: impatient, poor people skills, cynical
      generation x: born 1961 to 1981
    • 30.
      • BORN: 1982 to 2005(?)
      • NAMES: Millennials, the Net Generation, N-Generation, Generation Y
      • workplace assets: collective action, optimism, multitasking
      • workplace liabilities: need supervision, inexperience
      millennials
    • 31. millennials: trends the internet abundance diversity child-focused
    • 32. millennials: trends
    • 33. millennials: trends
    • 34. This is not an unusual response for Josiah or many others: if something they need or want is not available, they simply figure out how to create it on their own. In fact, this behavior calls out a fundamental difference between those living in a participation culture vs. those who have come before. millennials: trends
    • 35. Where’s the mouse? millennials: trends
    • 36. millennials: trends abundance
    • 37. millennials: trends abundance
    • 38. millennials: trends abundance
    • 39. millennials: trends video games
    • 40. millennials: trends video games
    • 41. millennials: trends
    • 42. millennials: trends diversity
    • 43. millennials: trends diversity
    • 44. millennials: trends diversity
    • 45. millennials: trends diversity
    • 46. millennials: trends child-focused
    • 47. millennials: trends child-focused
    • 48. millennials: trends child-focused
    • 49. millennials: trends child-focused
    • 50. millennials: trends silent generation education work leisure baby boomers
    • 51. millennials: trends education work leisure millennials
    • 52.
      • context: the social internet, abundance, diversity, child-focused
      • characterstics: do it ourselves, no waiting, networked, “lines” (offline/online) blurred
      • workplace assets: collective action, optimism, multitasking
      • workplace liabilities: need supervision, inexperience
      millennials
    • 53.
      • Silent: favor command and control, security, delayed reward
      • Boomer: idealistic, group/team focused, hard work for the cause, self-fulfillment
      • Gen X: independent, less stock in title or position, work-life balance
      • Millennial: do it ourselves, no waiting, networked, “lines” (offline/online) blurred
      How do these show up at BC/BS of Florida?
    • 54. so what? Application
    • 55. probability 0 1 never always Application
    • 56. lenses Generations Life stage Economic class Ethnicity Gender Family Region Education Military branch Personality type
    • 57. products and services leadership management conflict Application
    • 58. Example: AARP Application: Products and Services
    • 59. Example: AARP
    • 60. Example: AARP
    • 61. Example: AARP
    • 62. silent generation baby boomers generation x millennial generation Application: Leadership
    • 63. Application: Leadership
    • 64. baby boomers generation x millennial generation Application: Leadership
    • 65. baby boomers generation x millennial generation Application: Leadership
    • 66. Application: Management processes/systems (marketing, recruiting, benefits) teams (roles, meetings, time, technology) management conflict
    • 67. Application: Management Small Groups: leadership processes/systems (marketing, recruiting, benefits) teams (roles, meetings, time, technology)
    • 68. Application: Conflict better conflict conversations
    • 69. Theory: CONFLICT IS GOOD Practice: AVOID CONFLICT LIKE THE PLAGUE
    • 70. How do you feel about conflict? about conflict? HATE DISLIKE OKAY LOVE Avoid Avoid Resolution
    • 71. Self-Perpetuating Cycle Conflict exists We avoid either the conflict or its resolution Conflict gets worse! We avoid more
    • 72. BREAK THE CYCLE: BETTER CONFLICT CONVERSATIONS BETTER CONFLICT CONVERSATIONS
      • 1. Better problem solving
      • 2. Navigating hard conversations
      • 3. Giving better feedback
      Interest-based negotiation
    • 73. BREAK THE CYCLE: BETTER CONFLICT CONVERSATIONS BETTER CONFLICT CONVERSATIONS
      • 1. Better problem solving
      • 2. Navigating hard conversations
      • 3. Giving better feedback
      Ladder of Inference
    • 74. BREAK THE CYCLE: BETTER CONFLICT CONVERSATIONS BETTER CONFLICT CONVERSATIONS
      • 1. Better problem solving
      • 2. Navigating hard conversations
      • 3. Giving better feedback
      Behavior-Impact Feedback
    • 75. BREAK THE CYCLE: BETTER CONFLICT CONVERSATIONS BETTER CONFLICT CONVERSATIONS
      • 1. Better problem solving
      • 2. Navigating hard conversations
      • 3. Giving better feedback
      Behavior-Impact Feedback
    • 76. Navigating Hard Conversations
      • Group Exercise
    • 77. Ladder of Inference I take ACTIONS based on my beliefs I adopt BELIEFS about the world I draw CONCLUSIONS I make ASSUMPTIONS based on the meanings I added I add MEANING (cultural and personal) I SELECT data from what I observe Observable DATA and experiences Source: Peter Senge, et al., The Fifth Discipline Fieldbook, p. 243
    • 78.
      • Work “down” the ladder, both your side and theirs
      • Let in new understanding and new data
      • Don’t fall into generational “traps” (You’re a Boomer, so you...)
      • Use generational knowledge to ask better questions
      Navigating Hard Conversations
    • 79. Giving Better Feedback Behavior-Impact Feedback Model
    • 80.
      • When you [do something]
      • I [react this way]
      • Because [of these reasons]
      Behavior-Impact Feedback Behavior Impact Ladder
    • 81. Giving Better Feedback Group exercise
    • 82. Next Steps If you do what you always did, you’ll get what you always got.
    • 83. [email_address] @jamienotter www.g etmejamienot ter.com
    • 84.