Adapting to Generational Change in the WorkplaceTJ Baloga
“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.”
– George Orwell
“There is a problem in the workplace, a problem of values, ambitions, views, mind sets, demographics, and generations in conflict. The workplace we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce the world has known” (Zemke, Raines, & Filipczak, 2013, p. 11). At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side-by-side, cubicle-to-cubicle.
Though today it is not unusual for all of the 4 major generations to be working side by side. Each generation has different views on work ethic, and loyalty to the organization and its culture. Understanding the culture of an organization is a very important aspect in the continuity of leadership. Generational differences equate to differences in workplace characteristics and values of employees. Through experience and research, a key element in leading an organization is to understand and accept the values and beliefs of different generational gaps that make up today’s workplace. Not only is this key as a leader, but also it is crucial to the success of the organization. This research is intended to examine the four generations in the workplace, and research different management styles to be an effective leader in an ever-changing environment.
By understanding the generations in our workplace and what drives each of us, you help create a work environment where we can all focus on providing the best services for our clients (internal and external) and get needs for respect and communication met.
Generational Differences in the Workplacemiraclecln
Generational differences are perceived in the workplace, according to "Can You Trust Anyone Under Thirty?", a case study in Conrad and Poole's (2012) Strategic Organizational Communication (pp. 14-17). Levenson (2010) counters that perceived differences may not be actual differences, especially when stages of life cycles and environmental factors are considered.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
Adapting to Generational Change in the WorkplaceTJ Baloga
“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.”
– George Orwell
“There is a problem in the workplace, a problem of values, ambitions, views, mind sets, demographics, and generations in conflict. The workplace we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce the world has known” (Zemke, Raines, & Filipczak, 2013, p. 11). At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side-by-side, cubicle-to-cubicle.
Though today it is not unusual for all of the 4 major generations to be working side by side. Each generation has different views on work ethic, and loyalty to the organization and its culture. Understanding the culture of an organization is a very important aspect in the continuity of leadership. Generational differences equate to differences in workplace characteristics and values of employees. Through experience and research, a key element in leading an organization is to understand and accept the values and beliefs of different generational gaps that make up today’s workplace. Not only is this key as a leader, but also it is crucial to the success of the organization. This research is intended to examine the four generations in the workplace, and research different management styles to be an effective leader in an ever-changing environment.
By understanding the generations in our workplace and what drives each of us, you help create a work environment where we can all focus on providing the best services for our clients (internal and external) and get needs for respect and communication met.
Generational Differences in the Workplacemiraclecln
Generational differences are perceived in the workplace, according to "Can You Trust Anyone Under Thirty?", a case study in Conrad and Poole's (2012) Strategic Organizational Communication (pp. 14-17). Levenson (2010) counters that perceived differences may not be actual differences, especially when stages of life cycles and environmental factors are considered.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Generations at Work PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: the advantages of generational diversity at work, the impact of generational differences, details on the 4 generations in today’s workplace detailing: Social, Political, and Economic Influences, Familial Structure and Influence, Education, Values, Work Ethic, Preferred Leadership Approach, Communication Style, Motivational Buttons, How They Interact with Others, Preferred Approach to Feedback, View toward the Company, Work Vs. Personal Life, Desired Rewards, Financial Behaviors, Relationship with Technology, and Expectations. In addition future trends and statistics for the four generations; implication for recruiting and supervising (Millennials). Plus the pros and cons of each generation with 6 important tips on how to communicate more effectively with each generation and much more.
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
A call to arms for leaders - 5 rules to reduce biasBinna Kandola
Leaders must realise the unique and powerful part they have to play in reducing bias. Here is a call to arms for leaders - a guide to facilitate change and progress in your organisations:
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
When you meet someone, what are some of your initial assumptions? Do these assumptions impact the way you interact with them? Our brains naturally place people into larger groups or categories. These assumptions are helpful to some, yet harmful to others. In business, subtle biases can become major roadblocks to fair and inclusive diversity practices. We gravitate toward certain types of people, or simply forget to acknowledge others. As women of color, these biases create challenges that may include racial and gender stereotypes that cause our contributions to be ignored or diminished. How do we become examples of fair and inclusive practices? How do we challenge our culture to move toward greater levels of awareness? Studies have shown that men become less bias toward women when they discuss needs and are forced to challenge assumptions. This seminar will challenge your personal biases and address ways to engage in conversations that test faulty thinking and increase cultural awareness.
At the end of this seminar, participants will be able to:
a. Define unconscious and subtle bias.
b. Identify personal biases and behaviors that support faulty cultural norms.
c. Explore specific ways that race and gender impact achievement.
d. Discuss communication strategies to encourage productive conversations.
e. Examine behaviors and cultural practices that create diversity challenges.
This presentation was part of Embody's Safe Healthy Strong 2015 conference on sexuality education (www.ppwi.org/safehealthystrong). Embody is Planned Parenthood of Wisconsin's education and training programs. Learn more: www.ppwi.org/embody
DESCRIPTION
Implicit bias refers to the unconscious associations we make about others based on characteristics such as race, ethnicity, age, and gender based on the direct and indirect messages we get from family, community, culture, and media throughout our lives. Implicit bias is an involuntary and unintentional process that influences our beliefs about and actions toward others. Several studies document implicit bias among health care providers correlated with clinical decision-making. Even though implicit bias is unconscious, it is malleable and can be unlearned. Debiasing is a long-term, intentional, and deliberate undertaking that involves countering harmful or negative biases with new associations. This workshop explores evidence-based and emerging methods for debiasing.
ABOUT THE PRESENTER
Meghan Benson, MPH, CHES, has worked in the field of sexuality education since she was a teen peer HIV educator in high school. Throughout her education and professional experience, she remained dedicated to advocacy and education around women’s sexual health. She completed her MPH in Community Health Sciences with a focus on adolescent health and development at the University of Illinois at Chicago and will be pursuing her PhD at the UW-Milwaukee Zilber School of Public Health in Fall 2015. As the director of Embody, Meghan develops programming and coordinates educational opportunities throughout the state. Meghan is a board member for the Association of Planned Parenthood Leaders in Education (APPLE), a Wisconsin Alliance for Women's Health board member, and a member of the Dane County Youth Commission.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Generations at Work PowerPoint PPT Content Modern SampleAndrew Schwartz
165 slides include: the advantages of generational diversity at work, the impact of generational differences, details on the 4 generations in today’s workplace detailing: Social, Political, and Economic Influences, Familial Structure and Influence, Education, Values, Work Ethic, Preferred Leadership Approach, Communication Style, Motivational Buttons, How They Interact with Others, Preferred Approach to Feedback, View toward the Company, Work Vs. Personal Life, Desired Rewards, Financial Behaviors, Relationship with Technology, and Expectations. In addition future trends and statistics for the four generations; implication for recruiting and supervising (Millennials). Plus the pros and cons of each generation with 6 important tips on how to communicate more effectively with each generation and much more.
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
A call to arms for leaders - 5 rules to reduce biasBinna Kandola
Leaders must realise the unique and powerful part they have to play in reducing bias. Here is a call to arms for leaders - a guide to facilitate change and progress in your organisations:
Diana Nunez Ramos
Baby Boomers
Generation X
Generation Y/Millennials
Generation Z/Boomlets
Birth Years
1946 - 1964
1965 - 1980
1981 - 1994
1995 - 2010
Current Age
76 - 58
57 - 42
41 - 28
27 - 12
#
80 million
51 million
75 million
~ 48 million
Influencers
Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel
Highest divorce rate and 2nd marriages in history.
Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s.
“The American Dream” was promised to them as children and they pursue it. As a result, they are seen as being greedy, materialistic, and ambitious.
Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate.
Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off.
Came of age when USA was losing its status as the most powerful and prosperous nation in the world.
The first generation that will NOT do as well financially as their parents did.
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks.
Typically grew up as children of divorce
They hope to be the next great generation
& To turn around all the “wrong” they
see in the world today.
They grew up more sheltered than any
other generation as parents strived to protect them from the evils of the world.
Came of age in a period of economic expansion.
Kept busy as kids.
First generation of children with schedules.
Embracing technology, frequent communication, diversity acceptance,
Interconnectedness, online and off, technology dependence.
Core value
Anti-war
Anti-government
Anything is possible
Equal rights
Equal opportunities
Extremely loyal to their children Involvement
Optimism
Personal Gratification
Personal Growth
Question Everything
Spend now, worry later
Team Oriented Transformational
Trust no one over 30
Youth
Work
Want to “make a difference”
Highly Educated
High job expectations Independent
Informality
Lack of organizational loyalty Pragmatism
Seek life balance Self-reliance Skepticism/Cynical Suspicious of Boomer values Think Globally
Techno literacy Balance, Diversity Entrepreneurial, Fun.
Achievement
Avid consumers
Civic Duty
Confidence
Diversity
Extreme fun
Fun!
High morals
Highly tolerant
Hotly competitive
Like personal attention
Self-confident
Social ability
Members of global community Most educated generation Extremely techno savvy Extremely spiritual
Now!
Optimism
Realism
Street smarts
A desire to find (or create) meaning
A motivation to contribute to the world
Being highly educated
Cultural diversity
A desire for their own personalized experience
Attributes
Ability to handle a crisis
Ambitious
Anti-establishments
Challenge Authority
Competent
Competitive
Consensus Leadership
Consumerism
Ethical
Good commu ...
May 5, 2011 - Prsentation for members of the South Florida Organizational Development Network Regional Chapter. The presentation held at Royal Carribean Cruise Lines, Atlantic Training Room, Miami, Florida.
What is it all about?
According to the U.S. Small Business Administration, over 50% of Small Businesses Enterprise (SBE) in the United States fail in the first year and 95% fail within the first five years . The prevailing belief is that the majority fails because of financial difficulties. This is supported by conventional business wisdom that holds the financial and economic performance as the benchmark for SBE’s performance. However, a new research sheds some interesting light on the underlining reasons; SBEs and organizations are born premature and they focus on the wrong objectives to become successful.
In this thought provoking workshop, we will explore a new definition for SBE and SBE’s decline and failure through the lenses of the EVO ModelTM . The EVO Model - Entrepreneur (“E”), business Venture (“V”) and the Organization (“O”) provides the backdrop for discussion and exploration of how SBEs and organizations can meet their strategic objectives while functioning at their respective optimal peak performance.
The purpose of this workshop is to introduce a contemporary approach to the development of SBEs and organizations by focusing on the thought-behavioral-outcome process. It draws upon research in social psychology, business and management, anthropology and education. This hands-on, highly engaging and exciting workshop will conclude with a group participation exercise that will illustrate the theoretical knowledge covered in this presentation.
One this is confirmed that if we want to progress in our career or sustain in our career, we have to identify and practice Soft Skills. Many of us confused about Soft Skills. In this presentation, we will be able to understand the 12 most important pillars of Soft Skills.
May 5, 2011 - Prsentation for members of the South Florida Organizational Development Network Regional Chapter. The presentation held at Royal Carribean Cruise Lines, Atlantic Training Room, Miami, Florida. ---------------------------------------------------------------------------
What is it all about? -----------------------------------------------------------------------------------------
According to the U.S. Small Business Administration, over 50% of Small Businesses Enterprise (SBE) in the United States fail in the first year and 95% fail within the first five years . The prevailing belief is that the majority fails because of financial difficulties. This is supported by conventional business wisdom that holds the financial and economic performance as the benchmark for SBE’s performance. However, a new research sheds some interesting light on the underlining reasons; SBEs and organizations are born premature and they focus on the wrong objectives to become successful. In this thought provoking workshop, we will explore a new definition for SBE and SBE’s decline and failure through the lenses of the EVO ModelTM . The EVO Model - Entrepreneur (“E”), business Venture (“V”) and the Organization (“O”) provides the backdrop for discussion and exploration of how SBEs and organizations can meet their strategic objectives while functioning at their respective optimal peak performance. The purpose of this workshop is to introduce a contemporary approach to the development of SBEs and organizations by focusing on the thought-behavioral-outcome process. It draws upon research in social psychology, business and management, anthropology and education. This hands-on, highly engaging and exciting workshop will conclude with a group participation exercise that will illustrate the theoretical knowledge covered in this presentation
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
1. Employability Skills: Understanding Yourself and Others Gaining Insight for Career Success Through Intergenerational Workforce Dynamics, Personality Traits and Core Competencies Written by: Kay LeMon, Assistant Training Facilitator Edited by: Heather Coleman, Training Coordinator Angela Bosscher, Training Assistant Ferndale Career Center 713 East Nine Mile Ferndale, MI 48220 248.545.0222 www.twitter.com/ferndalecareer www.facebook. com/ferndalecareercenter www.linkedin/in/ferndalecareercenter 03/01/10
13. While Human Behavior is Unpredictable, All Actions are Motivated It’s easy to make incorrect assumptions about others when we don’t understand what motivates them Individuals do things for their own reasons; no one can motivate someone else based on their own motivations. You CAN create conditions that will encourage someone else to self-motivation. To do that, you need to understand what motivates an individual. Two people can perceive the same situation in very different ways Most of us are more aware of our behavioral strengths than our limitations/challenges You can become more effective when you learn to appreciate and embrace the differences of your co-workers’ behavioral styles and how to bring out the best in yourself and others. Source: Carlson Learning Company, now Inscape Publishing
28. Applying Your Understanding Which personality styles do these words describe? ___ People oriented ___ Bossy ___ Disorganized ___ Analytical ___ Loyal ___ Outgoing ___ Hard charging ___ People pleasing ___ Avoids conflict ___ Factual ___ Arrogant ___ Seems rigid ___ Task/accomplishment oriented ___ Perfectionism ___ Amiable ___ Problem solver ___ Fun ___ Loves detail, procedure ___ Enthusiastic ___ Dependable ___ Indecisive ___ Never met a stranger
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Editor's Notes
Pressures is accurate. I see a typo in the red box – also, does this need to be cited? I like the slide, it’s a great beginning.
Can’t adjust middle box to delete blank space after second line of text – it’s just that you needed to delete a blank line after the period. Why is this “linked” showing up again? Hmm. Good slide.
Had text…lost it
Paper assessment to be handed out here: Mini Assessment in file
Text in text boxes; need some help here Cite source
Possibly include a definition of “blind spot” Add photo
This image has been around forever, but it’s a great example of how people’s perspectives can blind them to what’s right in front of their faces.
First one references DiSC styles; second one the Melancholy, etc/ Check metacafe.com to see if it’s broken or open
Too much text for one slide? Image of “employee” type would work
Looking for a way to integrate “animal association” with the personality types without being hokey
Fix the stupid bullets – ahhhh
Fix bullets
Confirm (S or C?)
Like this – fix bullets so the boxes match
Group exercise…have people explain on what basis they made their choice
Group exercise
Handout, followed by group discussion; (soft skills): professionalism/work ethic, diversity (of style/motivation)
Handout
How to handle this? Perhaps better served as a handout?
Either have a “Core Competencies” handout or flip chart page that lists each of them
Small group discussions for remaining scenarios; thinking of pairing diverse personality styles/generations with different scenarios and/or same styles with same scenarios…debrief should bring out how embracing the differences/input of others can enhance teams and interpersonal communication. Soft skills: professionalism/work ethic, written/oral communications, managing conflict
Soft skills: Information technology, ethics/social responsibility (This was originally written as a" blog entry”. Which way is easier for clients to understand? I thought fb because most people either have or know someone who has an fb account. Most people have heard of blogging, but do they know what it is? )
![The 21 st Century Challenge ,[object Object],[object Object],[object Object],Members of today’s workforce face pressures unlike many workers before them. While having to do more with less, employees of this millennium contend with:](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)