Learning Objective: Discover how to address generational differences to leverage each generation’s strength
Today’s workforce is comprised of four different generations: The Silent Generation, Baby Boomers, Generation X, and Generation Y. These generations are unique in the blend of the defining events that have shaped their lives, the values that they hold dear, and in the way they navigate their careers. Several studies have been conducted to provide a greater understanding into the differences and similarities of these generations. This interactive discussion will shed light on the generational divide to enable your organization to facilitate a greater interconnection across these generations and within organizations.
At the end of this seminar, participants will:
a. Understand workplace generational differences and similarities
b. Challenge stereotypes and explore truisms for each generation
c. Identify methods to communicate and collaborate across generations
SAP BW/4HANA bringt eine Menge Änderungen in der Datenmodellierung (u.a. Reduktion der Modellierungsobjekte und Quellsysteme) mit sich. Wir geben Ihnen einen Überblick.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
Leading Four Generations in the Workplace - AICPA Global Manufacturing Confer...Tom Hood, CPA,CITP,CGMA
Presentation to the AICPA Global Manufacturing Conference in NOLA
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
SAP BW/4HANA bringt eine Menge Änderungen in der Datenmodellierung (u.a. Reduktion der Modellierungsobjekte und Quellsysteme) mit sich. Wir geben Ihnen einen Überblick.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
Leading Four Generations in the Workplace - AICPA Global Manufacturing Confer...Tom Hood, CPA,CITP,CGMA
Presentation to the AICPA Global Manufacturing Conference in NOLA
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
How do you solve the issue of 4 Generations in the Workplace? MBSN - Management by Sticky Notes! That was the approach taken by the Maryland Association of CPAs as they convened a Generational Symposium on June 25th in Ellicott City, MD.
Bringing almost 100 CPAs representing all four generations and an almost even mix of Millennials, Gen-Xers, and Boomers together. MACPA designed a format built on dialog and collaboration with a backgounder on the generational research, a multi-gen panel featuring MACPA leaders representing the generations, and a final session asking particpants to collaborate at tables to help us identify Bold Actions we can use to solve the generational gap (Management by Sticky Notes.
The energy and dialog was off the charts and some real progress was made using the wisdom pf the crowd. Bottom-line is leverage the strengths of every generation and don;t generalize but focus on the individuals.
Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.
Just when you thought you knew everything about the Millennial Generation, there is a new kid on the block, GenZ. This session will help you gain tips on recruiting this new generation early and you will walk away not only hearing success stories and instances of effective recruiting but also with an action plan for your next recruitment season.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace.
Attracting & Retaining Top Talent: Millennials In the WorkplaceMcKonly & Asbury, LLP
This webinar will be hosted by McKonly & Asbury Human Resources Director, Suzanne Sentman, and Human Resources Coordinator, Holly Kressler.
Millennials, the cohort of Americans born between 1980 and the mid-2000s, now surpass Baby Boomers as the largest living U.S. generation. In 2013, they represented one-third of the total U.S population and by 2020, they are expected to make up half of the workforce. How are employers responding to this employee population shift?
This webinar will explore the defining characteristics of the Millennial generation and how companies can utilize this information to successfully attract, recruit, and retain these employees. As employers create a culture that supports this generation’s need and desire for career growth and advancement, best practices will be examined in areas such as recruiting, onboarding, training, and performance management.
An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
Leveraging Your Intergenerational Workforce for AVHRAReimi Marden
Leveraging your intergenerational workforce is a hot topic today particularly because we now have five generations in the workplace. This workshop was designed for the Annual Employment Law Update for Human Resource Professionals. Strategies to leveraging the strengths and differences of each generation.
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
More Related Content
Similar to The Generational Divide in the Workforce
How do you solve the issue of 4 Generations in the Workplace? MBSN - Management by Sticky Notes! That was the approach taken by the Maryland Association of CPAs as they convened a Generational Symposium on June 25th in Ellicott City, MD.
Bringing almost 100 CPAs representing all four generations and an almost even mix of Millennials, Gen-Xers, and Boomers together. MACPA designed a format built on dialog and collaboration with a backgounder on the generational research, a multi-gen panel featuring MACPA leaders representing the generations, and a final session asking particpants to collaborate at tables to help us identify Bold Actions we can use to solve the generational gap (Management by Sticky Notes.
The energy and dialog was off the charts and some real progress was made using the wisdom pf the crowd. Bottom-line is leverage the strengths of every generation and don;t generalize but focus on the individuals.
Age and generational differences are another aspect of workplace diversity that has been getting a lot of attention as Millennials enter the workforce. We highlight how to recruit, retain, motivate and lead four distinct generations.
Just when you thought you knew everything about the Millennial Generation, there is a new kid on the block, GenZ. This session will help you gain tips on recruiting this new generation early and you will walk away not only hearing success stories and instances of effective recruiting but also with an action plan for your next recruitment season.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace.
Attracting & Retaining Top Talent: Millennials In the WorkplaceMcKonly & Asbury, LLP
This webinar will be hosted by McKonly & Asbury Human Resources Director, Suzanne Sentman, and Human Resources Coordinator, Holly Kressler.
Millennials, the cohort of Americans born between 1980 and the mid-2000s, now surpass Baby Boomers as the largest living U.S. generation. In 2013, they represented one-third of the total U.S population and by 2020, they are expected to make up half of the workforce. How are employers responding to this employee population shift?
This webinar will explore the defining characteristics of the Millennial generation and how companies can utilize this information to successfully attract, recruit, and retain these employees. As employers create a culture that supports this generation’s need and desire for career growth and advancement, best practices will be examined in areas such as recruiting, onboarding, training, and performance management.
An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
Leveraging Your Intergenerational Workforce for AVHRAReimi Marden
Leveraging your intergenerational workforce is a hot topic today particularly because we now have five generations in the workplace. This workshop was designed for the Annual Employment Law Update for Human Resource Professionals. Strategies to leveraging the strengths and differences of each generation.
On May 14, 2018, women from ad agencies across the Twin Cities gathered at Colle McVoy to show their support for the TIME’S UP/ADVERTISING movement. The event was part of the movement’s launch when community meetings took place in 15 cities across North America to begin drawing a roadmap for real change. Here is a recap of highlights and learnings from the TIME’S UP/ADVERTISING Minneapolis event.
Similar to The Generational Divide in the Workforce (20)
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
Learning Objective: Develop skills that lead to increased performance and organizational growth
Are you ready to take on more responsibilities, lead a team, and foster career growth for yourself and others? This professional development seminar is designed to help you acquire the skills you need to make a positive difference in your work. You will learn how to elevate your performance and exceed expectations by incorporating essential skills and career development strategies.
At the end of this seminar, participants will be able to:
1. Explore traits that create a sense of confidence when taking on new assignments
2. Examine techniques to enhance skills and abilities for career growth
3. Understand the role of a non-manager in the workplace
4. Create a plan to acquire new skills for career success and development potential
Objective: Develop strategies to enhance productivity and career longevity
As professionals, we often face challenging situations that can lead to burnout, including high email volumes, difficult colleagues, and workplace politics. Despite finding work that aligns with our interests, most of us experience varying levels of burnout throughout our careers. It is crucial to stay connected to the vision, mission, and goals of our work and to find ways to express our identity, creativity, and passion. In this workshop, we will share tools and techniques to help you re-energize and shift your thinking, transforming dead-ends into multiple paths of opportunities, morale, and effectiveness.
At the end of this seminar, participants will be able to:
1. Identify strategies to connect personal and professional values.
2. Manage stress, adapt to change, and navigate industry rumors.
3. Examine ways to become a strategic professional instead of just a task manager.
4. Explore five techniques to cultivate passion and commitment.
Setting achievable goals is crucial to living a purposeful and fulfilling life. In this session, attendees will learn about the types of goals and methods for determining which goals to set. They will explore key strategies for setting and achieving goals, taking accountability and ownership of their goals, and avoiding common mind-traps that can disrupt their ability to succeed. By the end of this session, attendees will be equipped with practical tools to set clear goals, move forward toward success, achieve promotions, and climb the career ladder.
By the end of this session, attendees will be able to:
1. Identify the types of goals and methods for determining which goals to set.
2. Examine key strategies for setting and achieving goals.
3. Take accountability and ownership of their goals.
4. Avoid common mind-traps that can disrupt their ability to succeed.
Learning objective: Foster leadership and professional growth
Leaders must possess certain competencies to excel in their roles. Women leaders often face unique challenges in the workplace regarding perceived competence compared to men. By developing key leadership competencies, women leaders can better overcome these obstacles. In this session, our panel will discuss how building confidence, demonstrating competence, and cultivating a strong leadership presence can improve leadership standing. Attendees will learn the importance of effective communication, emotional intelligence, networking, and connecting with other women leaders.
By the end of this session, attendees will be able to:
1. Identify competencies that build confidence.
2. Explore key elements of leadership presence.
3. Recognize characteristics that enhance effective leadership communication and demonstrate emotional intelligence.
4. Examine strategies for becoming an impactful female negotiator.
5. Discover best practices for developing a network of women leaders.
Learning objective: Discover best practices for supporting employee mental health
Employees' mental health is being affected in unprecedented ways due to factors such as the pandemic, economic uncertainty, political tensions, remote work, and return-to-work policies. Despite these pressures, many employers' mental health benefits, policies, and practices remain outdated and in dire need of an update. The mental health support workers require varies significantly depending on diversity factors such as age, race, nationality, and gender.
At the end of this session, attendees will be able to:
1. Recognize the mental health challenges faced by today's workers.
2. Understand the impact of flexible work arrangements, including work-from-home and hybrid work, on employees' mental health.
3. Explore the creation of programs that cater to the unique needs of employees based on factors such as age, gender, ethnicity, and work location.
4. Examine HR's role in developing and communicating mental health resources that can assist employees and become a crucial component of your overall employee wellness program.
Public speaking can be nerve-wracking, especially when we're caught off guard and asked to speak without preparation. In this seminar, participants will discover proven techniques for speaking intelligently and off the cuff, even in unexpected situations. They will explore what makes an excellent first impression in a crowd, strategies for knowing what to say when they don't know what to say, and methods to overcome nervousness in public situations. The session will also cover techniques for staying in control of their message and presenting themselves with confidence.
By the end of this session, participants will be able to:
1. Examine what makes an excellent first impression when in a crowd.
2. Explore strategies for knowing what to say when they don't know what to say.
3. Discover methods to overcome nervousness in public situations.
4. Discuss techniques for staying in control of their message and presenting themselves with confidence.
Learning objective: Achieve clarity and confidence as your most authentic self
Authenticity is the harmonious alignment between one's internal values and beliefs and their external behavior. Embracing authenticity in leadership involves aligning professional actions with personal ethics, values, and personality. Trust is built when leaders remain true to themselves, making it easier to achieve goals. In this session, we will explore the authenticity paradox in the workplace, learn to lead authentically, and identify practical ways to embody authenticity in your leadership role.
By the end of this session, attendees will be able to:
1. Differentiate between constructive and detrimental authentic behaviors.
2. Identify your core values and understand their influence on your leadership actions.
3. Establish trust and transparency in your team as an authentic leader while navigating the authenticity paradox.
4. Cultivate a team that embraces individual and collective strengths and authenticity.
Learning objective: Discover the untapped potential of neurodiverse talent
Companies are increasingly recognizing the potential of neurodiverse talent—people with conditions like autism, ADHD, dyslexia, and others. While the benefits of diversity are well-known—enhanced creativity, innovation, and more—neurodiversity goes even further by providing expanded perspectives and breakthrough thinking to keep organizations at the forefront. Major companies like Microsoft, J.P. Morgan, Home Depot, and Hewlett Packard are tapping into this neurodiverse talent pool.
At the end of this session, attendees will be able to:
1. Understand the most recognized types of neurodiversity.
2. Examine the benefits of a neurodiverse workforce for your company.
3. Explore the unique skills of neurodiverse individuals.
4. Investigate recruiting and hiring for neurodiversity—overcoming interview bias.
5. Discover practical ways to maximize the strengths of neurodiversity.
With the increasing number of data breaches and cyber attacks, it's becoming clear that traditional security measures are no longer sufficient. Zero Trust security is an approach that assumes no user, device, or network is trustworthy by default. This seminar will explore the concept of Zero Trust and its application to data security.
During this seminar, we will cover a range of topics related to Zero Trust and data security, including the history and evolution of Zero Trust, the key principles of Zero Trust, and the different applications of Zero Trust in data security. We will also discuss the impact of Zero Trust on the job market and the skills required to work effectively with this approach.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits of implementing a Zero Trust approach to data security. They will leave the seminar with practical insights and strategies to effectively leverage Zero Trust to protect their organization's data.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of Zero Trust and its application to data security.
2. Gain insights into the key principles of Zero Trust and the different applications of this approach in data security.
3. Learn about the potential benefits and challenges of implementing a Zero Trust approach to data security.
4. Develop practical strategies for effectively leveraging Zero Trust to protect their organization's data.
5. Network with other industry professionals to share insights and best practices.
Learning Objective: Examine the elements of constructing superior resumes that will land you interviews
An efficient and robust resume will improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to ensure that your resume stands above the rest without overdoing it. How does one make sure that their resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume to get your following interview. We will discuss tips such as determining your resume’s purpose, supporting your strengths, using appropriate keywords, the benefits of proofreading, bullet points, and proper font usage.
After this seminar, the participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good resumes from bad resumes.
c. Analyze the factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Learning objective: Examine methods for fostering a diverse workplace
Diversity and inclusion are vital drivers of business success. However, creating a more diverse and inclusive work environment can involve overcoming significant barriers within an organization. How can you effectively drive change? How can you help others seize opportunities to create a culture where everyone truly feels valued? In this program, our panel will discuss the roles of C-suite leaders to frontline employees in establishing a diverse and welcoming workplace. The discussion will focus on examples, practical tools, and technologies to help develop a purpose and strategy that makes diversity a workplace reality.
At the end of this session, attendees will be able to:
1. Explain why creating a diverse workplace requires ongoing effort across the entire enterprise.
2. Explore a framework that anyone can use to impact change and create a more inclusive environment.
3. Examine how recognition and other solutions can be used to mitigate unconscious bias and improve belonging.
Assertiveness is a crucial skill for women in the workplace to communicate their ideas, set boundaries, and achieve their goals without being perceived as overbearing or bossy. In this session, attendees will explore fundamental assertiveness skills and learn how to fortify themselves, reduce stress, and set boundaries when speaking their minds. They will examine their personal power, explore unconscious clues that show they are feeling intimidated, and discover techniques for assertive communication that communicate they have the upper hand. Attendees will also analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
By the end of this session, attendees will be able to:
1. Examine their personal power, where it comes from, and how to use it.
2. Explore unconscious clues that show they are feeling intimidated and stop being a people pleaser.
3. Discover techniques for assertive communication that communicate they have the upper hand.
4. Analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
Learning objective: Uncover your quiet power and appreciate its value in a leadership role
While leaders are often associated with extroverted qualities like being outgoing, gregarious, forceful, and dynamic, introverted leaders can bring considerable value to an organization with their quiet power. Notable examples include Oprah Winfrey, Michael Jordan, Warren Buffett, and Ruth Bader Ginsberg. In this session, we will redefine leadership by recognizing the strengths of introverted personality types and discussing how they can leverage their management style in a corporate environment.
By the end of this session, attendees will be able to:
1. Identify the "extroverted ideal" of leadership and its influence on self-perception as a leader.
2. Assess your leadership style and the strengths derived from your introversion.
3. Examine others' perceptions of your leadership competence.
4. Discuss conditions for success and ways to optimize your performance.
5. Develop your ability to lead across diverse situations, encouraging full contribution from all employees.
In any workplace, emotions can run high, leading to conflict and tension that can threaten productivity and relationships. In this session, attendees will learn proven tips and techniques for managing conflict, anger, and emotional tension without damaging relationships. They will explore the 3 C's of conflict communication - being clear, curious, and calm - and discover how to use words that initiate discussion and minimize conflict. Attendees will also learn communication tools for constructive confrontation, methods for maintaining professionalism, and strategies for avoiding win-lose situations. They will also research how to use boundary statements when dealing with an angry person.
By the end of this session, attendees will be able to:
1. Understand the 3 C's of conflict communication: Be Clear, Be Curious, and Be Calm.
2. Examine words that initiate discussion and minimize conflict.
3. Explore communication tools for constructive confrontation.
4. Discuss methods for maintaining professionalism and avoiding win-lose situations.
5. Research how to use boundary statements when dealing with an angry person.
Learning Objectives: Discover effective methods for managing and supporting highly sensitive employees in the workplace.
It is estimated that approximately one in five individuals are highly sensitive people (HSPs), which means you likely have at least one HSP on your team. HSPs process information more deeply and are more attuned to their surroundings, including lights, sounds, facial expressions, and vocal tones. While they can be exceptional employees - thoughtful, intuitive, conscientious, and dedicated high performers - they also require a unique approach to management. In this session, you will learn how to foster inclusivity and retain this neurodiverse group of individuals, who may prove to be some of your organization's most valuable assets.
By the end of this session, attendees will be able to:
1. Identify common triggers for highly sensitive employees and understand how to mitigate them.
2. Discover effective ways to capitalize on the innate strengths of your highly sensitive team members.
3. Learn what not to say in order to avoid hurt feelings and maintain positive relationships with sensitive employees.
4. Implement communication adjustments that can significantly improve interactions with highly sensitive individuals.
5. Develop an action plan to empower and support your highly sensitive employees.
Artificial intelligence (AI) and Chat GPT (Generative Pre-trained Transformer) are revolutionizing the way we work and interact with each other. From chatbots and virtual assistants to automated decision-making processes, AI is changing the way we approach work and the workplace. This seminar will explore the impact of AI and Chat GPT on the workplace and how businesses can leverage these technologies to improve efficiency and productivity.
During this seminar, we will cover a range of topics related to AI and Chat GPT, including the history and evolution of AI, its current state of development, and the different applications of AI in the workplace. We will also discuss the impact of these technologies on the job market and the skills required to work effectively with them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits and challenges of integrating AI and Chat GPT into the workplace. They will leave the seminar with practical insights and strategies to effectively leverage these technologies to drive innovation and productivity in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of AI and Chat GPT and their current state of development.
2. Gain insights into the different applications of AI and Chat GPT in the workplace and their potential benefits and challenges.
3. Learn about the impact of AI and Chat GPT on the job market and the skills required to work effectively with these technologies.
4. Develop practical strategies for effectively integrating AI and Chat GPT into the workplace to drive innovation and productivity.
5. Network with other industry professionals to share insights and best practices.
In today's fast-paced world, stress is a common experience for many professionals, impacting their health, productivity, and overall wellbeing. This session will focus on practical interventions to help manage workplace stress and improve employee resilience. Drawing on recent research, attendees will learn about the benefits of mindfulness and cognitive-behavioral therapy (CBT) interventions in reducing workplace stress and burnout. They will explore the relationship between employee stress, work-life balance, and a company's bottom line, and discuss practical steps for managing stress and living a more fulfilling life at work and at home.
By the end of this session, attendees will be able to:
1. Recognize the impact of workplace stress on employee health, productivity, and overall wellbeing.
2. Explore mental health trends and their relationship to workplace stress and burnout.
3. Discuss practical interventions, such as mindfulness and CBT, to manage stress and build resilience.
Learning Objective: Discuss techniques for promoting yourself during an interview
Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry.
After this seminar, the participants will know:
a. What are the standard interview questions, and how to prepare your answers?
b. What information do I need to know for every interview?
c. How do I answer tough questions?
d. What are good questions to ask your interviewer?
e. How to answer the question: “So tell me about yourself?
f. What do I do after the interview?
g. What are common interview mistakes?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
1. IMPACTS OF GENERATIONAL
SHIFTS IN THE WORKFORCE
Presenters:
Cozy Bailey cebailey@mitre.org
Tamal Burise tburise@mitre.org
DeAnthony Heart dheart@mitre.org
Chasidy Perrin cperrin@mitre.org
“The authors’ affiliation with The MITRE Corporation is provided for identification purposes only,
and is not intended to convey or imply MITRE’s concurrence with, or support for, the positions,
opinions or viewpoints expressed by the authors.”
2. Video Showing Challenges of
Millennials
Simon Sinek on Millennials in the Workplace
Source: YouTube
4. Why Should We Care?
Source: HubPages - Motivating, Managing, Retaining Generation X and Gen Y, Z Employees: Updated on November 14, 2016
5. Challenges & Stereotypes of Managing
a Multigenerational Workforce
Adverse stereotyping
– Older workers often look at the younger generations as entitled, lazy, and obsessed
with technology
– Millennials and Gen X challenge the system and are generally difficult
– Younger workers see older workers as being stuck in their ways and refusing to
embrace new, innovative ways of thinking and vice versa
Loss of knowledge and experience
– As older generations move out, younger generations may not have the experience
to successfully carry out the job beyond technology
– Without knowledge transfer, a gap in capability and experience could result
Increased workload
– With younger employees on staff, older employees often see an increase in their
workload because they must train younger, newer employees
Delivery issues
– Older employees tend to take more time and put more pride in their work
– Younger employees will deliver faster and more efficiently than older employees
Source: The Challenges of Managing a Multi Generational Workforce White Paper
6. Generational Differences in
Communication
• Understanding what people value and what motivates them
makes it much easier to communicate job expectations
• Different generations tend to value different communication
styles, team structures and job perks
• The difference between older and younger generations in
preferred communication styles has almost become a cliché
Source: Dilbert Cartoon – Business Communication Tuesday, November 4, 2014
7. Adapting to the aging workforce
Source: U.S. Bureau of Labor Statistics. AARP
• Ten thousand Baby Boomers will turn 65 each day through 2030, according to the US Bureau of
Labor Statistics
• Those that retire will take with them most of the institutional knowledge they spent an entire career
amassing
• Ranges from intellectual capital, expertise in their given industry, and insights into key
customer relationships including measures regarding policy, procedure, and documentation
8. Transition Strategy to Improve
Workforce Challenges
Source: U.S. Bureau of Labor Statistics. AARP
13. Again, Why Do I Care?
Millennials will be roughly 50%
of the USA workforce in 2020
and 75% of the global
workforce by 2030
Reference: Forbes article: Three Reasons You Need To Adopt A Millennial Mindset Regardless Of Your Age
14. So what can we do about it?
• Staff
• Manager/Supervisor
• Senior Leadership
15. Staff
• Be transparent. Don’t hide anything
from us, especially bad news
• Pay us well
• Allow for flexibility
• Allow for autonomy, but also guide us
• Be a mentor not a manager.
• Help us see a clear career path forward
• Give us more autonomy over our
development
• Promote us when we deserve it
• Find ways to make things fun
• Mutual Transparency is Valuable
• We all need to Understand the Value of
Compensation and Benefits
• Flexibility Must be Mutually Beneficial
• Build relationships that promote
autonomy and good behavior
• Manage Individuals Forward through
Mentorship
• We all need to Understand Guidelines and
Expectations for Promotion
• Involve Junior Staff in Making Things Fun!
Management
Source: NVTC Millennial Board, 2016
16. Continue to break down barriers to enable
your workforce to grow and learn together
Senior Leadership
Image Credit: Pixabay
17. Game Time
Rules
– We pose a question, if you believe the
answer to the question is yes you move to
the right side (our left) and vice versa
– We will ask a few people to shed light on
to why they believe the answer to the
question is either yes or no
Let’s Begin!
18. Question 1
Do people in a particular generational
group behave matching the stereotypes
recognized by their peers?
NO YES
19. Question 2
Do people in a particular generation
believe that the stereotypes assigned to
their generation are accurate?
NO YES
20. Question 3
Do you believe technology makes
life more complex?
NO YES
21. Question 4
Are there differences in how each
generation perceives compensation?
NO YES
22. Question 5
Should organizations have training for
employees to generate a common
understanding of the varying generations
in the workforce?
NO YES
23. Generational Stereotypes
• Do people in a particular generational
group behave matching the stereotypes
recognized by their peers?
• Do people in a particular generational
group believe that the stereotypes
recognized to their generation are
accurate?
Years associated with each generation
Tamal to add sources to image
Increased workload - not understanding that most jobs need more than just technology to perform
Source:
How many Gen Y and Millennials are in the audience that would be offended if a co-worker suggest this?
Generation Y sends text messages, tweets and instant messages to communicate, while baby boomers and older Gen Xers tend to prefer phone calls and emails.
Throw in that younger workers tend to use abbreviations, informal language and colloquialisms, and you’ve got a recipe for serious communication breakdowns.
44 million Baby Boomers will be retired between today and 2030, that is nearly a 1/3 of the current 142 million people who make up the US workforce today. Those people will be replaced by millennial and Z generation workers.
How the generations view each other in the workforce
Boomers views of I have tenure and the experience, lets talk in person and not over IM or email
With Gen X we see Boomers not sharing information due to job security
The views or perceptions of Millennials is that if they are not getting a far shake they will find another job
Closing Approach – Everyone in this audience has there our own perception on how we view each generations; even our own
Slides shows the different ages range of how
Can anyone name all the social media icons?
Different age ranges use social media differently with wide array of applications. Your job has applications to stay connected; email, Skype, Blackberry (as they are making a comeback)
LinkedIn, Bank, News, Open Table, Fitness, Shopping, Games, Parking, Travel or Ride service
Closing Approach – We all view social media in a good or negative way. There is just more at our finger tips than just answer and end a call now.
Closing approach - As you have seen the different perceptions on how Generations are different with technology and social media the career goals are almost similar based from this survey
Be transparent. Don’t hide anything from us, especially bad news
Modified #1: Mutual Transparency is Valuable.
Transparency is a two-way street. The challenge is that people want organizations to be transparent while not violating their personal privacy. This is not unique to millennials. As employees we want to know how we’re doing, what’s going on in our group/project, what’s going to change. As managers we need to know how employees are doing personally (within reason), and if there’s anything that may cause change. That is a symbiotic relationship where information sharing is something like a Service Level Agreement. It builds trust and promotes advocacy and partnership between employee and leader (whether work leader or project leader)
Modified #2: We all need to Understand the Value of Compensation and Benefits
This is true for anyone applying for a job, negotiating salary, comparing to industry. That’s good homework for anyone seeking a job, regardless of whether it’s a MITRE job or somewhere else. That’s why we see a monetary value when we jump to the My Total Rewards page. But not everything has a monetary value to it. MITRE Institute. Education Assistance. Paid Time Off Accrual. Partially paid FMLA. Not every company does what MITRE does.
Original #3: Allow for flexibilityModified #3: Flexibility Must be Mutually Beneficial Some companies are notoriously hyperflexible or inflexible. MITRE promotes a reasonable amount of flexibility but does so under the constraints of what is negotiated with sponsors. Sponsors can be flexible or inflexible. I think we should endeavor in MITRE to be transparent on what work affords what flexibility. Not all work and collaboration can be done remotely. Collaboration can be higher fidelity when it is done in-person.
Original #4: Allow for autonomy, but also guide usModified #4: Build relationships that promote autonomy and good behavior In MITRE the hardest relationships to optimize are the three-legged triangle of group lead, work lead, and staff. It’s hard as a group lead to help an employee develop good behavior (proactive engagement with WL, GL) if an employee doesn’t want to develop good behavior. That leads to potentially unfortunate interventions, especially if WLs are not satisfied with employee contributions and the GL isn’t made aware.
Original #5: Be a mentor not a manager.Original #6: Help us see a clear career path forward.Original #8: Give us more autonomy over our developmentModified #5/6/8: We Manage Individuals Forward through Mentorship Everyone has a career trajectory, and they’re all different. Folks who are early to a career path may not understand all the possible paths. Heck, they may not even have a career path! But some may have a clear path in their mind and they need to understand how to travel that path. I believe the emphasis needed is in underscoring a basic need for early career path employees – they need help adjusting so they can be more autonomous. Adjusting to MITRE role, adjusting to a career/career path, adjusting to what is expected of them in their contributing role, adjusting how they operate, adjusting their calibration on quality work. The biggest related problems that I’ve experienced in my 10 years in MITRE (as an employee, a Project Lead, and a Group Lead) have been employees that don’t articulate what help they need and managers who aren’t able to have conversations on enabling individual career paths. That might be identifying learning opportunities, developing leadership skills or technical subject matter expertise, assisting in quality review of individual contributions, or seeking out additional mentorship opportunities for employees. Leaders (whether project/task or group) are intrinsically mentors. It shouldn’t matter if we are dealing with millennials or more “seasoned” individuals.
Original #7: Promote us when we deserve itModified #7: We all need to Understand Guidelines and Expectations for Promotion. This is not unique to millennials. We have level guide charts, but we also have center/division/department additional guidelines. But frequently employees and managers don’t have a common understanding about where employees stand on a trajectory towards promotion. For some, it’s not a priority. For some, it’s the most important thing. For folks that are early in a career, it’s hardest to understand the ‘baseline’ for promotion. It’s challenging to be able to make that into a quantitative series of steps, because it’s frequently not. An employee can do the things they think they need to do to get promoted, yet not get promoted. A manager can advocate heavily for employee promotion, but fail to get an employee promoted. The best thing we can do is have those ‘clear conversations’ and clearly set those expectations. That’s a two-way street where both parties are active.
Original #9. Find ways to make things funModified #9: Involve Junior Staff in Making Things Fun! Sometimes even 38-year old group leads like me are far removed from what is fun, hip, awesome. It’s easy for me to solicit and receive feedback. It’s harder for me to put that into practice. A great technique in connecting with junior staff is to not only seek feedback but put them in charge of organizing activities to make things fun. While everyone’s idea of fun is different, it puts junior staff in a position to be ‘in charge’ and help build a team in a manner that isn’t subordinate to the will of a manager.
Do people in a particular generational cohort behave according to the stereotypes assigned to their cohort?
Do people in a particular generational cohort behave according to the stereotypes assigned to their cohort?
Communication is an important aspect of managing employees. The interaction between leaders and followers is a critical process in any organization.