Effective ee training_in_a_multi_generational_workforce 042413h

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Effective ee training_in_a_multi_generational_workforce 042413h

  1. 1. Cut the Cake andPass the Trophy!Employee Trainingin a Multi-GenerationalWorkforce
  2. 2. PresentersChris OsbornVice President of Marketingcosborn@bizlibrary.com@chrisosbornstlJessica BatzMarketing Specialistjbatz@bizlibrary.com@jessbatz@BizLibrary
  3. 3. Online content librariesinclude:• Streaming videos• Interactive e-learningcourses• Reference materials• EbooksTechnology solutions include:• Cloud-hosted LMS• Performance Management• Social Learning applicationsAward-winningLearning andPerformanceManagementSolutions
  4. 4. POLL QUESTIONWhatgeneration areyou a part of?A. Traditionalist (1928-1946)B. Baby Boomer (1946– 1964)C. Gen X (1965 – 1980)D. Gen Y (1980 – 2000)
  5. 5. POLL QUESTIONAre you currentlyusing active andblended learningin your employeedevelopmentprogram?A. Yes, coaching andmentoringB. Yes, feedback andcoachingC. Yes, mentoringD. Yes, something elseor a combinationE. No, not yet
  6. 6. POLL QUESTIONDo you currentlyconduct trainingon generationalawareness?A. YesB. No
  7. 7. What you’ll learn:• 4 Generations – who they are andwhat are their motivations• Areas of conflict and influence• Training best practices that make themost of your diverse workforce
  8. 8. 5.0%39.0%32.2%24.7%U.S. Total Labor Force Participation byGeneration, 2010Traditionalists (Born 1928-1945)Baby Boomers (Born 1946-1965)Generation X (born 1965-1980)Millenials/Gen Y (Born1980 - 2000)The Generations
  9. 9. What benefits would you value most overthe next five years other than salary?1/3 chose training and development astheir first-choice benefit other than salary.PWCThe Facts: Generational Differences
  10. 10. Generational InfluencesTraditionalists Boomers Gen Xers Gen YsLinear workstyleStructuredwork styleInformal workstyleFluid workstyleSomething’swrongCaution PotentialopportunityimprovementBuild a legacy Build a stellarcareerBuild aportablecareerBuild parallelcareersTable Source: n-gen People Performance Inc.www.ngenperformance.comWORKSTYLECHANGE =CAREER
  11. 11. Traditionalists Boomers Gen Xers Gen YsTraining The hard way Too much andI’m outta hereRequired to keepmeContinuousand expectedLearning Style Classroom Facilitated Independent CollaborativeandnetworkedCommunicationstyleTop down Guarded Hub and spoke CollaborativeProblem-solving Hierarchical Horizontal Independent CollaborativeDecision-making Seeks approval Team informed Team included Team decidedLeadership style Command &controlGet out of thewayCoach PartnerFeedback No news is goodnewsOnce per year Weekly/daily On demandTechnology use Uncomfortable Unsure Unable to workwithout itUnfathomableif not providedJob changing Sets me back Sets me back Necessary Part of mydaily routineSource: Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work(HarperBusiness, 2002)
  12. 12. COMPANYCULTUREWORKPLACE AND TRAININGWORK-LIFEBALANCEWORKETHIC ATTITUDETOWARDSAUTHORITYCOMMUNICATIONOver-communication is betterthan insufficient communication.
  13. 13. TraditionalistsBorn before 1946Shaped by theGreat Depressionand World War II• Prefer logicalsequences• Need structure• Prefer self-direction andprivacy
  14. 14. Baby BoomersBorn 1946-1964Shaped byprosperity,1960syouth culture, andthe Vietnam War• Passive learners• Don’t like rigidinstruction• Link to personalexperiences
  15. 15. Generation XBorn 1965 - 1980Shaped by dual-career, single-parenthouseholds, and byorganizational changedue to globalizationand technology• Informal learner• Give them choices• Self-directed• Work/life balance• Frequentfeedback
  16. 16. MillenialsBorn 1980 - 2000Shaped by the PC,economic expansion,and the uncertaintyfollowing the 9/11• Like to connect• Need structure• Strong sense ofentitlement• Expect instantfeedback
  17. 17. What We ShareValue andRespectTrust andCompetenceEngaged andConnectedEmpowermentandAutonomy
  18. 18. Finding CommonGround• Ask respectful questions• Listen with an open mind• Ask others about interests,abilities and experience• Allow for a range of workstyles• Find collaborative waysto share perspectives
  19. 19. Diagram Source: Corbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational TechnologyLearning Preferences
  20. 20. Coaching andMentoring
  21. 21. GivingFeedback• Frequent and on-going• Celebrateaccomplishments
  22. 22. StretchAssignmentsand ActiveLearning
  23. 23. FutureGenerations andLearning Agility• Speed as a competitiveadvantage• Challenge the status quo• Reflect on experiences• Continuous learning andcuriosity
  24. 24. Recommended ResourcesManaging Workforce Generations:Introduction to Cross-generationalEmployees (elearning course)Managing Workforce Generations:Working with a MultigenerationalTeam (elearning course)Managing Workforce Generations:Working with the 21st-centuryGeneration Mix (elearning course)Employing Generation Why: TrainingYoung Minds (streaming video)Generational Diversity (streamingvideo)
  25. 25. Try them out! Free for 30-days!1,600 + Streaming Videos5,000 + Elearning CoursesOnline BooksSimulationsScenario-Based CoursesOnline TrainingResources
  26. 26. ASTD 2013 ConferenceBooth #934Dates: May 19-22
  27. 27. Contact UsChris OsbornVice President of Marketingcosborn@bizlibrary.com@chrisosbornstlJessica BatzMarketing Specialistjbatz@bizlibrary.com@jessbatz@BizLibrary
  28. 28. Sources and Resources• Bureau of Labor Statistics, "Household Data, Not SeasonallyAdjusted: Table A-13: Employment Status of the CivilianNoninstitutional Population by Age, Sex, and Race" (2012).• New Study: Generational Differences in the WorkforceMatter, HR.BLR.com• N-gen People Performance Inc.www.ngenperformance.com• Lynne C. Lancaster and David Stillman. When GenerationsCollide: Who They Are. Why They Clash. How To Solve theGenerational Puzzle at Work (HarperBusiness, 2002)• Images: gettyimages.com, google.com and sxc.hu• 5 Methods for Social Leadership: Try Reverse Mentoring,Forbes

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