Generational Leadership

PRESENTED BY: QUASHAN LOCKETT GENERATIONAL LEADERSHIP

About Me
Human Resources Professional with ARAMARK Corporation
6+ years of comprehensive Human Resources experience
Other Interests: Writing/Blogging, Event Planning, Sports, Social Media, Technology
Born and raised in New Jersey, currently reside in Philadelphia
Bachelor of Arts in Labor Studies and Employment Relations from Rutgers University
Masters of Arts in I/O Psychology from The Chicago School of Professional Psychology

$12B World Leader in professional services
255,000 employees serving clients in 22 countries
World’s Most Admired Companies. Ranked in industry top 3 every year since 1998
Over 200,000 clients
High Profile Events:
15 Olympic Games since 1968
2010 National Hockey League Winter Classic
2010 Major League Baseball All-Star Games
Current Human Resources Focus
Capacity, Capability, Engagement
Leadership Competencies
Workforce Management Technology
Learning Management System
My Organization

Generational Leadership - The Problem
Multi-Generational workforce can present unique challenges for organizations
Lack of generational understanding leads to conflicts, loss of productivity, decrease in morale and engagement, and increased turnover
Misconceptions exist, leading to ineffective leadership and engagement strategies
Classic “military” leadership style is no longer effective in today’s work environment
“ What got you here, won’t get you there”

5 Generations in the Workplace
Silent Generation or Traditionalist
Born: 1925 – 1945
2011 Age: 66 – 86
Baby Boomers
Born: 1946 – 1964
2011 Age: 47 – 65
Generation X
Born: 1965 - 80
2011 Age: 31 – 46
Generation Y or Millennials
Born: 1981 – 1995
2011 Age: 16 – 30
Generation Z or Digital Natives
Born: 1996 -
2011 Age: < 16

Effective Generational Leadership
Understand the different generations at work, what they value, and what motivates them.
Employees are your business –know them like you know your business
Leverage the varying strengths of each generation
Versatility and Flexibility – Adapt your leadership style
Communication is key
How do your employees like to receive information
What methods of communication work best
How will the different generations perceive the information
Expand your communication strategy to include multiple formats

Effective Generational Leadership
Introduce formal mentoring
Increase knowledge transfer
Break down generation silos
The Platinum Rule instead of the Golden Rule
Treat people how they want to be treated
Make generational mix part of your organization’s diversity and leadership discussions
Offer options and choices
Compensation vs. Benefits
Home office vs. Cubicle
Team environment vs. Individual projects

Leading Millennials
Common Millennial Misconceptions
Not loyal, like to job hop
Over-confident
Not willing to pay dues
Lazy
Sponge off of baby boomers
Spoiled..sense of entitlement
Poor work ethic, not willing to work long hours
No respect for generations that came before them
Needy..want constant feedback

Leading Millennials
To understand the millennial generation, first we need to look at when and how they grew up
The Millennial Upbringing
Children of the Baby Boomers
Born during the rise of text and instant messaging
Raised to be competitive and to never give-up
Involved in multiple extracurricular activities, always on the go
Parents supported them 100% in whatever they decided to do
Received constant support from parents during soccer games, dance recitals, etc.
Were congratulated when they won, encouraged and coddled when they didn’t
Witnessed their parents work for the same organization for their entire careers only to be laid off during struggling economic times

Leading Millennials
Stimulating, engaging, and pleasurable work
Brand Identity
Feeling of connection to their organization
Geared to master a challenge and then move on to the next
Multitasking
Organization that is Tech Savvy…Innovation
Clear career path and timing
Learning and development opportunities
Networking beyond traditional means
Work-Life Balance
Social Responsibility
Regular Feedback
How to attract and retain Millennial leaders ?

So What’s Next
Start the generational discussion
Include as part of diversity and leadership training
Bring the generations together in focus groups and project teams
Go directly to the source – find out what your employees want/need
Revisit your Talent Management Strategy
Define your Employment Brand
Revise Recruitment Materials
Focus on Knowledge Transfer
Embrace Social Media
Introduce Entry-Level Development Programs and Internships
Stay one step ahead
Solve not just for current generations but upcoming generations
Generation Z will begin entering the workforce in large numbers in the next 7 years
Members of Generation Z were born in the age of Social Media, introduced to Facebook and Twitter at the earliest possible age

References
Dogan Gursoy, Thomas A. Maier, Christina G. Chi. Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27(3), 448-458.
Merril, M. (2004, August). Five generational differences shaping leadership. Merrill Associates. Retrieved from http://www.merrillassociates.com
Sessa, V. I., Kabacoff, R. I., Deal, J. & Brown, H. (2007). Generational Differences in Leader Values and Leadership Behaviors. The Psychologist-Manager Journal, 10(1), 47-74.

Thank You! Contact: Quashan Lockett 201-632-1424 Linkedin: www.linkedin.com/in/qlockett Website: www.quashanlockett.com [email_address]

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Generational Leadership

by Quashan Lockett

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