Generational posturing worksheets


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Generational posturing worksheets

  1. 1. 67th Annual Vermont Governor’s Conference on Recreation presents: Mixing four Generations in the Workplace Carol Price “Professionally Speaking”
  2. 2. Who Am I? Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000Notes:__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ 1
  3. 3. Strengths / Work Ethic V B• Strong work ethic• Enhanced knowledge • Committed to customer service• Discipline • Dedicated• Loyalty • Good team members• Emotional maturity • Optimistic• Belief in the “greater good” • future- oriented• Focus and perseverance • Experienced and knowledgeable• See work as a privilege• Experience X Y• Adaptability • Collective action• Technological literacy • Optimism• Independence • Ability to multi-task• Creativity • Technological savvy• Willingness to buck the system • Global world view • Comfort with Diversity • Goal-and-achievement-orientation • Belief in Volunteerism and service to communitiesNotes:__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 2
  4. 4. Challenges V B• Reluctant to buck the system and • Not naturally “budget minded”speak up when they disagree • Uncomfortable with conflict• Uncomfortable with conflict • Reluctant to take a position against peers • Sometimes put process ahead of results X Y• Skeptical • Need supervision and structure• Distrustful of authority • Are inexperienced--particularly in handling “people issues”• Less attracted to leadershippositions • Value time and flexibility so they can maintain work/life balance. • View changing jobs as a natural process Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 3
  5. 5. Communication Preferences V B • Memos • Phone calls • personal notes • personal interactions • letters X Y• Voice Mail • In person meetings•E-mail • instant messages • blogs • Text messages • e-mailsNotes:__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 4
  6. 6. Their Motivation Sources V B• Seeing how their actions affect the • Leaders who get them involved andoverall good of the organization show them how they can make a difference• Respect for their knowledge,experience and insight • Managers who value their opinion, recognize their contributions, and• Rewards for their perseverance and make it clear that the organizationwork ethic needs them X Y • Giving them the freedom to get the job done on their own schedule •Allowing them to do it their way • Managers who connect their actions to their personal and career goals •Having the newest technology available •The promise of working with other bright, creative people •Having very few rules •Being a “hero” •Being more “informal” than “corporate” •Having adequate time and flexibility to live the life they wantVeterans 1909-1945 Boomers 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 5
  7. 7. Coaching Principles V B• Allow input in “Rules of Engagement” • Help them manage time wisely• Match approach to “their experience” •Assess their comfort level with technology in advance• Let them define quality and fit yourapproach to that definition • Demonstrate how important a strong team is• Use testimonials from the nation’sinstitutions • Customize your style to their unique needs•Emphasize that you’ve seen it before • Emphasize their “victories”• Don’t highlight uniqueness •Follow up and check in - ask how they’re doing on a regular basis X Y• Put all the options on the table• Be prepared to answer “why” • Offer customization--a plan specific• Present yourself as an information to themprovider • Offer peer level examples• Use their peers as testimonials whenpossible • Spend time providing information and guidance•Appear to enjoy your work:“carpe diem” • Be impressed with their decisions• Follow up and meet yourcommitments Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 6
  8. 8. Managers and/or People Who Turn Them Off or Away V B• Are too “touchy -feely” • Aren’t open to input• Are indecisive and worry about making • Are bureaucratic“unpopular decisions” • Send a “my-way-or-the-highway• Use profanity and slang message• Are disorganized • Don’t seem to care about them as• Use management styles that seem people“trendy” • Practice “one-upmanship” • Are brusque X Y• Micromanage • Are cynical and sarcastic• Don’t walk the talk • Telling them they are too young• Spend too much time on process and to be valuabletoo little on results • Who are tech challenged• Are flashy • Are condescending• Are bureaucratic • Are inconsistent and disorganized• smooze Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 7
  9. 9. Managers They Love to Work For V B•Establish long term goals •Strive for consensus•Spell out clear job expectations •Treat them as equals•Are logical •Manage democratically•Are fair •Use group process to establish•Are consistent in their actions vision, mission and goals•Respect others •Are warm and caring •Assure them they’re making a difference through their work X Y•Are competent •Teach them new things•Communicate in a direct, •Know their personal goals andstraightforward manner what they want to achieve•Are sincere •Are positive•Give them a deadline and turn them •Coach, support and collaborateloose to meet it •Are organized are create•Are informal and flexible reasonable structure•Support training and growth •Are achievement oriented•Focus on results •Instill a sense of play and fun in Notes: the work place ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 8
  10. 10. Desired Rewards & Recognition V B • Plaques • Personal appreciation • Certificates • Promotion • Tangible symbols of loyalty, • Recognition commitment and service X Y• Free time • Awards• Continually upgraded resources • Certificateslike technology and other time-savers • Tangible evidence of credibility to strengthen their resumes• Opportunity for professionaldevelopment• Bottom-line results• Certifications to add to theirresumes Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 9
  11. 11. Attraction & Retention Strategies V B• Use personal touch • Offer flexible work arrangements!• Make face to face contact • Provide challenging work, horizontal and vertical movement for learning• Show respect for their age and opportunitiesexperience • Offer phased retirement options• Show them that their experience isviewed as an asset • Offer health & wellness programs to foster healthy lifestyles•Capitalize on that experience X Y• Offer lots of work schedule options • Use the power of peers• Allow them to work autonomously • Offer flexible options to accommodate family and person life• Tap into their adaptability, Gen“X”ers are usually flexible • Involve them in meaningful volunteer efforts and support the projects they• Give FAST are already involved in Frequent, accurate, specific, • Use their technological skills to timely feedback access information quickly and their comfort with diversity • Invite them to learn interpersonal Notes: skills for their work environment. They might need rescuing. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 10