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Multigenerational workplace american legion workshop may 3 2010
 

Multigenerational workplace american legion workshop may 3 2010

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    Multigenerational workplace american legion workshop may 3 2010 Multigenerational workplace american legion workshop may 3 2010 Presentation Transcript

    • UnderstandingMultigenerationalCommunication
      Carol Hagans, Ph.D., HSPP
      www.carolhagans.com
    • Generational Breakdownhttp://www.dkosopedia.com/wiki/Generations
      GI & Silent Generation (1901-1942)Approximately 5% of workforce
      Baby Boom (1943 – 1960)Approximately 45% of workforce
      Generation X (1961 – 1980)Approximately 45% of workforce
      Millennials (1980/82 – 2000/02)
      Approximately 5% of workforce
      Homeland Generation 2004 – 2025?
    • Clues that Broadcast Preferences
      Clothes
      Eye contact
      Office
      Posture and body language
      Tempo
      Topics of conversation
      Voice
      Word choice
      (Raines, 2003, Connecting Generations, pg. 39)
    • Veterans Boomers Xers Millennials
      OutlookPractical Optimistic Skeptical Hopeful
      Work Ethic Dedicated Driven Balanced Determined
      View of
      Authority Respectful Love/hate Unimpressed Polite
      Leadership byHierarchy Consensus Competence Pulling tog
      RelationshipsPersonal Personal Reluctant to Inclusive
      sacrifice gratification commit
      TurnoffsVulgarity Political Cliché, hype Promiscuity
      incorrectness (Zemke, Raines, Filipczak. 2000. pg. 155)
    • Shifting Our Perception
      The Golden Rule:
      Do unto others as
      you would have
      them do unto you.
      (assumes similarities)
      Titanium Rule:
      Do unto others,
      keeping their
      preferences in
      mind.
      (accepts diversity)
      Raines, 2003, pg. 34.
    • Generational Values
      GI/Silents
      Boomers
      Dedication/sacrifice
      Conformity
      Respect for authority
      Delayed reward
      Duty before pleasure
      Hard work
      Law and order
      Patience
      Honor
      Adherence to rules
      Optimism
      Personal gratification
      Personal growth
      Work
      Team orientation
      Health and wellness
      Youth
      Involvement
      Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.
    • Generational Values
      Gen Xers
      Millennials
      Diversity
      Balance
      Fun
      Self-reliance
      Thinking globally
      Technoliteracy
      Informality
      Pragmatism
      Optimism
      Confidence
      Sociability
      Street smarts
      Civic duty
      Achievement
      Morality
      Diversity
      Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.
    • Generational Clashpoints(Lancaster & Stillman, 2003, Pages 30-31.)
      “chain of command” veterans
      “change of command” boomers
      “self-command” gen xers
      “don’t command – collaborate!” millennials
    • Technology Veterans:
      [Forrester Research]: “The net powered generation has internalized the Internet and uses it instinctively.”
      [Fortino Group Research]: Current 10-17 year olds will spend 1/3 of their lives (23 years) on the Internet.
    • Seven Attributes of Millennials
      Conventional
      Confident
      Special
      Sheltered
      Pressured
      Achieving
      Team Oriented
    • Demographic Changes Advantageous to Millennials
      Older parents.
      Smaller families = more resources & more parental time.
      More firstborns (roughly 40%) and singletons (approximately 10%).
      More parental education – 1 in 4 Millennials have at least 1 parent with a 4 year degree or higher.
      Slowing down of the family break-up.
    • Economic Climate for Millennials
      During the past 10 years* (up to 9/11)
      there have been only 2 weeks of interruptions
      of the cycle of prosperity whereas other
      generations will have experienced periods of
      9 to 10 weeks at a time.
    • Increasingly Diverse
      34% of Millennials
      are Black, Hispanic,
      Asian or Native
      American.
      89% of them have
      already been on-
      line, a virtual
      environment where
      races does not exist.
    • Debt Load
      The average undergraduate student leaves us with $20,000 in student loan debt.
      The average graduate student leaves us with $45,000 in student load debt.
      The average credit card debt for college graduates is approximately $7,000.
      (Draut, Tamara. 2005. Strapped: Why American’s 20- and 30-Somethings Can’t Get Ahead.)
    • Indiana Student Debt
      The average student loan debt in 2008 was $23,000 with the Indiana average = $21,283
      Indiana is 17th in the nation for the amount of student loan debt per student
    • Millennial Credit Card Debt
      In 2004 the average amount of credit card debt = $3,000
      10% of Millennials owe at least $7,000
      78% of students have 1 credit card
      32% have 4 or more
    • What trends do we see in Millennials?
      They aren’t chart and graph oriented so make info pragmatic.
      Less hostile.
      Less rebellious than their predecessors.
      More practical-minded.
      More guarded and private about their intellectual beliefs.
      more…
    • Additional trends…
      May tend to be more respectful of authority.
      May be more reticent about public disputation.
      Less individualistic and more inclined to value “team over self, duties over rights, honor over feeling, action over words.”
      “Millennials feel more of an urge to homogenize, to celebrate ties that bind rather than differences that splinter.”
    • Clashpoints on Feedback(Lancaster & Stillman, 2003, Pg. 255)
      “No news is good news.” veterans
      “Feedback once a year, with lots of documentation!” boomers
      “Sorry to interrupt, but how am I doing?” gen xers
      “Feedback whenever I want it at the push of a button.” millennials
    • Clashpoints & Career Goals(Lancaster & Stillman, 2003, pg. 55)
      “Build a legacy.” veterans
      “Build a stellar career.” boomers
      “Build a portable career.” gen xers
      “Build a parallel career.” millennials
    • Clashpoints around Rewards(Lancaster & Stillman, 2003, pg. 77)
      “The satisfaction of a job well done.” veterans
      “Money, title, recognition, the corner office.” boomers
      “Freedom is the ultimate reward.” gen xers
      “Work that has meaning for me.” millennials
    • Clashpoints around Job Changing(Lancaster & Stillman, 2003, pg. 242)
      “Job changing carries a stigma.” veterans
      “Job changes puts you behind.” boomers
      “Job changing is necessary.” gen Xers
      “Job changing is part of my daily routine.” millennials
    • Levels of Response to Generational Disconnects(Raines, 2003, Pg. 37)
      Level 1: Acknowledge it and let it go.
      Level 2: Change your behavior.
      Level 3: Use a generational template to talk it over.
    • Six Strategies to Connect Different Generations(Raines, 2003, pg. 50)
      Initiate conversations about generations.
      Ask people about their needs and preferences.
      Offer options.
      Personalize your style. (Use Titanium Rule.)
      Build on strengths.
      Pursue different perspectives.
    • Messages to Motivate(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)
      Veterans
      “Your experience is respected here.
      “It’s valuable to the rest of us to hear what has – and hasn’t – worked in the past.”
      “Your perseverance is valued and will be rewarded.”
      Boomers
      “You’re important to our success.”
      You’re valued here.”
      “Your contribution is unique and important.”
      “We need you.”
      “I approve of you.”
      “You’re worthy.”
    • Messages to Motivate 2(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)
      Gen Xers
      “Do it your way.”
      “We’ve got the newest hardware and software.”
      “There aren’t a lot of rules here.”
      “We’re not very corporate.”
      Millennials
      “You’ll be working with other bright, creative people.”
      “Your boss is in her (or his) sixties.”
      “You and your coworkers can help turn this company around.”
      “You can be a hero here.”
    • Why they leave…(Raines, 2003, Connecting Generations, pg. 121-122)
      Veterans
      Physical reasons
      Inconsistent enforcement of policies and procedures
      Boomers
      Burnout
      Didn’t feel they could make a contribution
      Gen Xers
      Inability to get ahead without becoming managers
      Opportunities with other organizations – particularly with ones that help build resumes
      Millennials
      Job doesn’t meet expectations
      Job is repetitive or boring, without challenges and opportunities for development
    • Why they stay…(Raines, 2003, Connecting Generations, pg. 122)
      Veterans
      Loyalty to employer and customers
      Good schedule, reasonable hour
      Boomers
      Making a difference
      Xers
      Autonomy
      Good Schedule
      Time off
      Millennials
      Professional growth
      Personal satisfaction
    • 7 Attributes of flexible supervision(Zempke, Raines, Filipczak. 2000. pg. 157-158)
      1. Their supervisory style is not fixed.
      2. Their leadership style is situationally varied.
      3. They depend less on positional than personal power.
      4. They know when and how to make personal policy exceptions, without causing a team riot.
    • 7 Attributes (continued)
      5. They are thoughtful when matching individuals to a team or a team or individual to an assignment.
      6. They balance concern for tasks and concern for people. They are neither slave drivers nor country club managers.
      7. They understand the elements of trust and work to gain it from their employees. They are perceived as fair, inclusive, good communicators, and competent in their own right.
    • References
      Deal, Jennifer J. (2007). Retiring the generation gap: How employees young and old can find common ground. John Wiley & Sons, Inc. San Francisco, CA. ISBN 13: 978-0-7879-8525-7.
      Draut, Tamara (2005). Strapped: Why America’s 20- and 30-Somethings Can’t Get Ahead. ISBN 0-385-51505-7.
      Howe, N. & Strauss, W. (2003). Millennials Go To College. American Association of Collegiate Registrars and Admissions Officers and LifeCourse Associates. ISBN 1-578-58033-1.8
    • Gravett, Linda & Throckmorton, Robin. (2007). Bridging the Generational Gap: How to Get Radio Babies, Boomers, Gen Xers, and Gen Yers to Work Together and Achieve More. Career Press, Franklin Lakes, NJ. ISBN-13: 978-1-56414-898-8
      Howe, N. & Strauss, W. Millennials Rising: The next great generation. New York: A Vintage Original, September 2000.
      Lancaster, L., & Stillman, D. (2002). When generations collide: Who they are. Why they clash. How to solve the generational puzzle at work. HarperCollins Publishers, Inc. ISBN: 0-06-662106-2.
      Marano, Hara Estroff (2008). A nation of wimps: The high cost of invasive parenting. Broadway Books, NY, NY. ISBN: 978-0-7679-2403-0.
    • Raines, Claire. (2003). Connecting Generations: The sourcebook for a new workplace. Crisp Publications, Inc. Menlo Park, California. ISBN: 1-56052-693-9.
      Raines, Claire. (1997). Beyond Generation X: A practical guide for managers. Crisp Publications, Inc., Menlo Park, California. ISBN: 1-56052-448-9.
      Rosen, Christine. (2007). Virtual Friendship and the New Narcissism. The New Atlantis.
      Shepard, Steven. (2004). Managing the Millennials. Consultative Education in Global Telecommunications.
      Wendover, Robert. (2007). Crossing the generational divide from Boomers to Zoomers. National Press Publications, Shawnee Mission, KS. ISBN: 1555824509.
      Zemke, R., Raines, C., & Filipczak, B. Generations at work: Managing the clash of veterans, boomers, xers, and nexters in your workplace. New York: American Management Association, 2000. ISBN 0-8144-0480-4.