PRESENTED BY:
QUASHAN LOCKETT
GENERATIONAL LEADERSHIP
About Me
 Human Resources Professional with ARAMARK Corporation
 6+ years of comprehensive Human Resources experience
 ...
 $12B World Leader in professional services
 255,000 employees serving clients in 22 countries
 World’s Most Admired Co...
Generational Leadership - The Problem
◦ Multi-Generational workforce can present unique
challenges for organizations
◦ Lac...
5 Generations in the Workplace
◦ Silent Generation or
Traditionalist
 Born: 1925 – 1945
2011 Age: 66 – 86
◦ Baby Boomers
...
Effective Generational Leadership
◦ Understand the different generations at work, what they value,
and what motivates them...
Effective Generational Leadership
◦ Introduce formal mentoring
◦ Increase knowledge transfer
◦ Break down generation silos...
Leading Millennials
◦ Common Millennial Misconceptions
◦ Not loyal, like to job hop
◦ Over-confident
◦ Not willing to pay ...
Leading Millennials
 To understand the millennial generation, first we need to look at when and how they
grew up
◦ The Mi...
Leading Millennials
◦ Stimulating, engaging, and
pleasurable work
◦ Brand Identity
◦ Feeling of connection to their
organi...
So What’s Next
◦ Start the generational discussion
◦ Include as part of diversity and leadership training
◦ Bring the gene...
References
Dogan Gursoy, Thomas A. Maier, Christina G. Chi. Generational
differences: An examination of work values and ge...
Thank You!
Contact:
Quashan Lockett
Linkedin: www.linkedin.com/in/qlockett
Website: www.quashanlockett.com
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Generational Leadership

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Generational Leadership

  1. 1. PRESENTED BY: QUASHAN LOCKETT GENERATIONAL LEADERSHIP
  2. 2. 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
  3. 3.  $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
  4. 4. 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. 5. 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
  6. 6. 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
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. 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 ?
  11. 11. 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
  12. 12. 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.
  13. 13. Thank You! Contact: Quashan Lockett Linkedin: www.linkedin.com/in/qlockett Website: www.quashanlockett.com

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