Playing in the Sandbox: Effective Strategies for Managing Multi-Generational Teams Learning objective: Enhance techniques for successful collaboration among teams Managers are charged with meeting diverse needs to maximize value and productivity. To be a competent leader and manager, your role is to create opportunities, empower others, and leverage the specialized skills of employees. One continuing challenge is managing multi-generational teams. The complexity of communication presents two core challenges. How do we increase quality and efficiency of knowledge sharing? How do we improve value? Collaboration and knowledge sharing practices are essential to solving problems, enhancing professional relationships, increasing productivity, and improving work quality. Building communities that continue to address knowledge sharing and collaboration systems is the key to remaining competitive. At the end of this seminar participants will be able to: a. Explore knowledge sharing techniques to stay ahead of the competition b. Identify new and innovative ways that organizations share knowledge and collaborate c. Explore ways to foster communities that embrace successful collaborative exchanges d. Examine global and multi-generational knowledge sharing opportunities and challenges

1. EFFECTIVE STRATEGIES
FOR MANAGING MULTI-
GENERATIONAL TEAMS
Presented By: LaSonya Berry & Mike Powell

2. Why Play in the Sandbox?
Gallup estimates that actively disengaged
employees (the least productive) cost the
American economy up to $350B/Year in
lost productivity.
Over half of the
American workforce is
now unsatisfied with
their job.
(IBM Center for the Business of Govt)
This will impact your
organization results,
customer & employee
engagement, organization
climate /culture, and
leadership effectiveness.

3. Core Values:
Respect for authority
Conformers
Discipline
Family:
Traditional
Nuclear
Education:
A dream
Communications:
Rotary phones
One-on-one
Dealing with Money:
Put it away
Pay Cash
Core Values:
Optimism
Involvement
Family: Disintegrating
Education: A
birthright
Communications:
Touch-tone phones
Call me anytime
Dealing with Money:
Buy now, pay later
Core Values:
Skepticism
Fun
Informality
Family:
Latch-key kids
Education:
A way to get there
Communications:
Cell phones
Call me only at work
Dealing with Money:
Cautious
Conservative
Save, save, save
Core Values:
Realism
Confidence
Extreme Fun
Social
Family:
Merged families
Education:
An incredible expense
Communications:
Internet
Picture phones
E-mail
Dealing with Money:
Earn to spend
Core Values:
Connection
Social Responsibility
Tolerance
Family:
Smaller family sizes,
Higher rates of one stay
at home parent
Education:
More homeschooling
Communications:
Online Collaboration
Tablet/Texting
Smartphone/Video
Dealing with Money:
Leery of investing
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present
Source: Knoll

4. Dedicated
Grew up in a do
without era
Believe in hard
work and sacrifice
Uncomfortable
with change
Follow the rules
Like structure
Team Oriented
Grew up in a
healthy economic
era
Tend to be
optimistic
Often defined by
their job
Question Authority
Long termers
Self Reliant
Grew up in era of
distrust for
institutions
Tend to be cynical,
pessimistic
Comfortable with
change and
independent
Survivors doing it
my way
Work / Life Balance
Tech Savvy
Grew up in an era
of financial boom
Used to instant
gratification and
shared success
Comfortable with
multitasking
Ask why
Need supervision
Connected
Grew up in war
and uncertainty
Used to a constant
stream of data
What they see is
reality; structure
Seeing is believing
Need instruction
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present

5. Work ethic and
values:
Hard work
Respect authority
Sacrifice
Duty before fun
Adhere to the rules
Work is an
obligation
Leadership Style:
Directive
Command and
control
Work ethic and
values: Workaholics
Work efficiently
Crusading causes
Personal fulfillment
Desire quality
Question Authority
Work is an exciting
adventure
Leadership Style:
Consensual
Collegial
Work ethic and
values:
Eliminate the task
Self-reliance
Want structure and
discipline
Skeptical
Work is a difficult
challenge
A contract
Leadership Style:
Everyone is the
same
Challenge others
Ask why
Work ethic and
values:
What’s next
Multitasking
Tenacity
Entrepreneurial
Tolerant
Goal oriented
Work is a means to
an end
Fulfillment
Leadership Style:
Informal
Work ethic and
values:
Transparency
Self-reliance
Flexibility
Strong work ethic
Work is a way to
help society
Leadership Style:
Still to be
determined but
likely will be more
results driven, faster
paced and
collaborative.
Traditionalist Baby Boomers Gen X Gen Y Gen Z
1922-1945 1946-1964 1965-1978 1979-1997 1998-Present
Sources: Getting Smart

6. The Generations At-A-Glance
Census Total Birth Years % of 2010
Workforce
Traditionalists 57 Million 1920 - 1945 7%
Baby Boomer 76 Million 1946 – 1964 38%
Generation X 46 Million 1965 – 1980 30%
Millennials 75 Million 1981 - 2000 25%

7. Tips for Millennials in the
Workplace
• Answer their constant “why” questions or ignore
them to your own peril
• Give them your web address and be prepared for
a website critique
• Emphasize positives of doing right rather than
negatives of doing wrong
• Be positive, simple, rational, factual and friendly
• Respond quickly - “instant gratification”
• Mentor them and be realistic
• Be prepared to offer flexible scheduling

8. Tips for Gen X’ers in the Workplace
• Talk with them, not to them or at them
• Listen to them. You might learn something!
• Use hands-off supervision
• When delegating, describe outcomes, but leave
results to them
• Don’t waste their time
• Provide immediate answers and feedback
• Value their need to keep learning in order for them
to be marketable
• Give them challenges, not “busy work”

9. Tips for Baby Boomers in the
Workplace
• Honor their experience
• Ask for their advice
• Value the “people side” of business
• Speak in an open, personal style
• Offer to partner and get the job done; don’t wait to be
asked
• Support them; make them look good
• Don’t call them “older.” Use descriptors like “mature”,
“experienced” or “prime”
• Put a priority on a business atmosphere and the
relationships formed there

10. Tips for Traditonalists in the
Workplace
• Show respect for their length of service and
experience
• Use more formal language
• Watch your language – no cursing allowed
• Take time when discussing technology
• Do your homework; prepare to be tested
• Respect their attention to formality
• Say “thank you” and “please”
• Don’t rush or pressure them
• Serve and honor them

11. PLAYING IN THE SANDBOX:
EFFECTIVE STRATEGIES FOR MANAGING
MULTI-GENERATIONAL TEAMS
Marvy Moore, AVP Market Development
AT&T Advanced Solutions

12. Finding your voice
Young Professionals Mature Professionals
Marvy’s Family Marvy’s Career
Power
Innovation
Engagement
Enthusiasm

13. 1983
My voice,
My relevance
History is the art and facts of past events interpreted in the light of the
present in order to prepare for the future
1993 2003 2015
Advancing along the technology continuum

14. Call to Action…
Career Mentoring
Independence
Learn from the past
Loyalty
Interpersonal skills