Are you effectively managing your multigenerational workforce? Don’t be misled by stereotypes — discover what truly distinguishes each generation and learn how to manage and motivate individuals and teams of all ages.

1. Managing a
Multigenerational Team
With Anna Ettin

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* Corporate subscribers
Bank of
America
L.E.A.D. for
Women

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* Welcome
* Welcome back

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* Jo Miller
CEO
Women’s Leadership Coaching, Inc.
• Founding Editor of BeLeaderly.com
• Helps women break into leadership in
industries such as technology, finance
and energy.
• Delivers over 60 speaking presentations
annually to audiences of up to 1,200
women for women’s conferences and
corporate women’s initiatives.
• 17 presentations in 10 cities this
October!
Jo Miller

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*Anna Ettin
Learning & Leadership Development Consultant
Bank of America
• Manages analysis, design and
development of training solutions to
support business needs, from process
changes impacting small groups to
system implementation touching
thousands.
• Co-founder and Enterprise Co-Chair for
Inter-Generational Employee Network
(IGEN)
• Bank of America Global Diversity &
Inclusion Awards (2011 and 2013)
• Mother of a fantastic 9 year-old (and an
adorable dog); crafter, student, singer.
Anna Ettin

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@AnnaEttin @Jo_Miller @BeLeaderly
#WLCwebinar

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* Tweet your team selfie!
*
#WLCwebinar

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* In this webinar
1. Why is this discussion important?
2. Defining the generations
3. What emerging leaders can do

9. “For the first time in
American history we have
four different generations
in the workplace.”

10. Why is this discussion
important?

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* Why should multigenerational
conversations be a part of our diversity
discussions?
• Everyone has a perspective – we
each have a generation.
• It’s critical to understand each
other better across the
generations to work together
effectively.
• Our customers and clients
experience the same issues.
Anna Ettin

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* Skeptics will counter, “Why do we
need this? Isn’t it just creating more
stereotypes?
• When we talk about generations
we use broad generalizations.
• We then debunk these
stereotypes, applying personal
interactions and knowledge.
• We ask “What generation do you
feel the most connected to” not
“How old are you?”
Anna Ettin

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* What’s the value to employees,
customers, clients – and to your
business strategy?
For employees:
• Working together more productively
and comfortably.
• Maximizing our impact through
motivation and recognition preferences.
For customers and clients:
• Understanding their preferences for
products and services, and the related
technology.
• Creating stronger and more valuable
relationships.
Anna Ettin

15. Defining the
generations

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* So that we’re all on the same page,
can you define each generation?
Anna Ettin

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Traditionalists Generation X Generation Z
Baby
Boomers
Millennials/
Generation Y

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Poll: To which generation do
you feel the most connected?

19. What emerging leaders
can do

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* What’s the ideal generational makeup
for a team or business? How should this
affect hiring decisions?
• The ideal generational makeup for a
team is one in which there are
multiple generations…
• But don’t over-orchestrate!
• It should not be the deciding factor.
• Challenge your unconscious bias
about age and use generational
acumen to improve hiring
decisions.
Anna Ettin

21. Use generational acumen to improve hiring decisions.

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* What are women from each
generation telling us?
Anna Ettin

23. Boomers
• Don’t write me off
early.
• I want to share my
knowledge.
Gen Xers
• Where’s the corner
office that I was
promised?
• There’s a lot going
on; I need resources,
support.
Millennials
• I’m excellent at
following directions –
if you provide them.
• Don’t assume the
worst.

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* What do emerging leaders need to be
aware of when working with multiple
generations?
• Generational acumen is the next
great leadership skill.
• Build generational awareness
and life-stage awareness, and
use it in decision-making to add
value for your business.
• Have individual conversations
about styles and preferences. It
never hurts to ask.
Anna Ettin

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* What can the generations learn from
each other?
It’s all about perspectives!
Key areas to explore:
• Communications
• Leadership
• Motivation
• Recognition
• Technology
Anna Ettin

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* What are ways to build a high
performing multi-generational team
culture?
Anna Ettin

28. • Address the elephant in the
room: Underlying generational
conflict.
• Spend time talking and
exploring with your team.
(Example: The Penny Game.)
• Build your acumen to tap into
the strengths, needs and
preferences of each generation.
• Employ reciprocal mentoring
techniques.

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* What advice do you have for a new
manager managing older employees?
• Remember the history.
• Respect for experience will get
you further than “carrying a big
stick.”
• Don’t miss out on tapping your
best asset!
Anna Ettin

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* In this webinar
1. Why is this discussion important?
2. Defining the generations
3. What emerging leaders can do

31. Anna Ettin Jo Miller
Q&A

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Poll: What action will you take
after listening to this webinar?

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* Recommended resources
• “How to Approach the Generation Gap in the
Workplace” by Rob Walker, The Economist
• “Generation X: America’s neglected ‘middle child’”
by Paul Taylor and George Gao, Pew Research
Center
• “The female millennial: A new era of talent” by PwC
• “The First Generation Of The Twenty-First Century:
An introduction to The Pluralist Generation” by
Magid Generational Strategies
• “Better Money Habits Millennial Report” by Bank of
America Merrill Lynch
• “Home in Retirement: More Freedom, New Choices”
by Bank of America Merrill Lynch

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* What closing thought would you like to
leave our audience with?
Anna Ettin
• Build your general acumen so
that you can apply in specific
situations.
• Focus on the similarities instead
of differences.
• Don’t assume – ask!

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* Mark your calendar!
Giving and Receiving Feedback
December 8, 2015.
Tracy Cote
SVP, Global Human Resources,
Genesys
Jennifer N. McCauley
SVP, Human Resources
Southwestern Energy

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* Discussion questions
1. Which characteristics of your generation do you
identify with?
2. Which generation do your co-workers identify
with?
3. What demographic shifts are taking place in
your organization?
4. What will you do to work and lead effectively
with all generations in your workplace?