Unlock the Secrets to Working Effectively with Baby Boomers. Learn insights from their childhood and life events that have shaped their values, views, work ethic, styles of communication, learning, leadership and more.
The Traditionalists, also called “THE GREATEST GENERATION” and "The Silent Generation" are Healthy, Wealthy and Wise! This cohort built the infrastructure of modern America. Traditionalists grew up in the wake of crippling economic depression and were heavily shaped by war. Today, they are a force to be reckoned with and represent more wealth than any other generation.
Millennials are bending and breaking the traditional rules, while becoming fast, aggressive new competitors. They’ve been described as the “Me Generation” and:
Get bored quickly
Seek meaningful work
Enjoy constant change
Desire professional development
Crave instant gratification
Learn more about Millennials in order to more effectively recruit, retain, manage and motivate them in the workplace.
Gen X is sometimes referred to as the “lost” or "grumpy" generation, this was the first generation of “latchkey” kids, exposed to lots of daycare and divorce. Known as the generation with the lowest voting participation rate of any generation, Gen Xers were quoted by Newsweek as “the generation that dropped out without ever turning on the news or tuning in to the social issues around them.”
Gen X is often characterized by high levels of skepticism, “what’s in it for me” attitudes and a generation with more debt than savings. They've gone from XTREME to XHAUSTED! Learn more about Gen X and what makes them tick.
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.
The Traditionalists, also called “THE GREATEST GENERATION” and "The Silent Generation" are Healthy, Wealthy and Wise! This cohort built the infrastructure of modern America. Traditionalists grew up in the wake of crippling economic depression and were heavily shaped by war. Today, they are a force to be reckoned with and represent more wealth than any other generation.
Millennials are bending and breaking the traditional rules, while becoming fast, aggressive new competitors. They’ve been described as the “Me Generation” and:
Get bored quickly
Seek meaningful work
Enjoy constant change
Desire professional development
Crave instant gratification
Learn more about Millennials in order to more effectively recruit, retain, manage and motivate them in the workplace.
Gen X is sometimes referred to as the “lost” or "grumpy" generation, this was the first generation of “latchkey” kids, exposed to lots of daycare and divorce. Known as the generation with the lowest voting participation rate of any generation, Gen Xers were quoted by Newsweek as “the generation that dropped out without ever turning on the news or tuning in to the social issues around them.”
Gen X is often characterized by high levels of skepticism, “what’s in it for me” attitudes and a generation with more debt than savings. They've gone from XTREME to XHAUSTED! Learn more about Gen X and what makes them tick.
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.
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
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.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
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.
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
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.
From Boomers to Millennials: Generation Specific Volunteer Recruitment, Reten...Sarah Bradbury
This presentation, originally given 1/27/12 for the Indiana Special Olympics State Conference, details generational characteristics of volunteers, as well as generation specific recruitment, retention, and recognition ideas.
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.
Volunteer Wisconsin has compiled this information for organizations interested in targeting different generations for volunteer opportunities. Learn tips for effectively engaging different generations.
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
Where do you find and recruit this next generation worker?
How can you motivate, inspire and retain your Millennial workers?
Learn how your company can keep its best & brightest future leaders.
For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
What companies deliver exceptional, off the charts, "Better than Best Service?" How do they do it? What are the Success Secrets? A Key Ingredient or Secret Sauce is Engaged Employees.
Discover 6 Keys to Unlock a Culture of Better than Best:
1. Know and Love Your Customers
2. Build Customer Loyalty and Advocacy
3. Engage Employees through Training and Empowerment
4. Communicate Effectively
5. Celebrate, Reward and Recognize Wins
6. Ensure Top Management Drinks the "Culture Koolaid."
Generation i........ R.I.P. Generation x , y and zOnkar K. Khullar
Generation i is the new breed marketers have to forget generation x,y and z.
I Impact India provides complete Communication Solutions (Design, Branding, Events, Marketing and Strategy) with a Social Impact. We cater to communication needs for Corporates, Non Profits, Artists, Universities, Hospitals etc.
Our research has given significant insights on this generation.
www.iimpactindia.com
21 Tips to Improve Culture and Employee Engagement provides Leaders with ideas to increase morale, reduce turnover and produce better results for the bottom line.
5 Keys to Better than Best Customer Service - Telephone Skills and EtiquetteAndre Hannemann Harris
5 Keys - Telephone Skills and Etiquette
1. Provide a Warm Welcome
2. Connect with Your Customer
3. Understand Customer Needs and Priorities
4. Take Action
5. Deliver a Memorable Close
Gen Z, also known as the Swipe Generation, is about to change the world and set it on fire. Learn more about this creative, committed, social conscious generation and how to communicate, manage and motivate them.
Creative Problem Solving - Six Thinking Hats and Other Tools by CTRAndre Hannemann Harris
The thinking process is like a kayak with two paddles: One is CREATIVE Thinking while the other represents CRITICAL Thinking.
Six Thinking Hats, introduced in 1985 by Edward DeBono, is an effective tool for decision making and problem solving that uses both sides of your brain.
Culture Transformation Resources, LLC (CTR) provides a fresh look at Creative Problem Solving and Six Thinking Hats in this training presentation.
There are many Benefits of using Six Thinking Hats, including, it helps:
- Provide a common language
- Maximize productive collaboration
- Diversity of thought while using more of our brains
- Consider issues, challenges, decisions and opportunities systematically
- Remove ego (reduce confrontation)
- Save time
- Focus (one thing at a time)
- Think clearly and objectively
- Create, evaluate & implement action plans
- Achieve significant and meaningful results
- Make meetings more productive in less time
#CreativeProblemSolving #ProblemSolving #Leadership #CTR
by Culture Transformation Resources, LLC
www.CTRConsultingServices.com
1-877-287-1234
Millennials: Understanding the GenerationUrbanBound
Understanding the Millennial mindset can be a tricky thing to do. Understand some of the key things Millennials need in the workforce in order to be happy. For even more information, check out our eBook here: http://resources.urbanbound.com/millennial-mindset-understanding-millennials
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.
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
- Understand leadership dynamics and challenges among the four generations.
- Identify strategic and attainable solutions to bringing the gap among generations.
- Find a more inclusive approach to working with next generation leadership.
- Learn how to best motivate staff leadership across generations.
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
• Understand leadership dynamics and challenges among the four generations.
• Identify strategic and attainable solutions to bringing the gap among generations.
• Find a more inclusive approach to working with next generation leadership.
• Learn how to best motivate staff leadership across generations.
Presented for Impact Hub Boulder in August 2013
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.
Engaging The New Frontier: How Millennials Are Changing the WorkforceKevin Snyder, Ed.D.
NOTE: This uploaded version was created specifically for SlideShare. Slides have been narrated so that you can understand content. Despite the high number of slides, I promise you will click through many quickly!
SUMMARY OF PRESENTATION:
A new generation of professionals has emerged and officially become the majority workforce demographic. This population known as Generation Y, or Millennials, is changing how human resource professionals, executives and managers foster an organizational culture that attracts, develops, retains, and engages cross-generational employees both now and in the future. Organizations that understand and embrace the needs and perspectives of Generation Y will not only find success in a more engaged and productive workforce, but also avoid significant costs of rapid employee turnover and disengagement. In this interactive presentation tailored for both Millennial and non-Millennial professionals as audience participants, you will discover empowering best practices, ‘next practices,’ and tangible take-a-ways on how the ‘corporate melting pot’ can leverage unique generational mentalities and expectations. You will learn how the arrival of the most hyper-connected, civic-minded and tech-savvy generation has impacted workplace culture and the way work will continue to get done.
LEARNING OBJECTIVES:
(1) Learn about generational perspectives, both differing and similar, and how to embrace and leverage these unique mentalities to foster an engaged workforce culture.
(2) Discover what isn’t being said and written about Generation Y that will lead to a new understanding about this new workforce majority and their needs.
(3) Leave with several ‘Call to Action’ and ‘Next Practice’ strategies for bridging the generations and building workforce synergy.
ABOUT THE PRESENTER:
Dr. Kevin Snyder has spoken as both a keynote speaker and workshop facilitator for over 1,000 audiences in all 50 states and several countries. Organizations he has spoken for span dozens of industries. Snyder has written several books including ‘Think Differently’ and the newly released ‘Empower Your Employees!’ He is most commonly asked to present engaging keynotes for annual meetings, conferences and organizations seeking topics on leadership, innovation, motivation, customer service, sales, millennials and workforce engagement/culture.
WWW.KEVINCSNYDER.COM
Kevin@KevinCSnyder.com
Housemark Business Insight Visit to Bromford June 2015John Wade
"Innovation in Action"
Bromford is a social enterprise that successfully combines a rigorous commercial approach with a strong social purpose. A belief in people is at the heart of Bromford - inspiring people to be their best and unlocking potential.
How Generation Y And Boomers Will Reshape Your AgendaSteven Truman
In order to attract new talent and drive growth in the future, companies want to know what will constitute an employer of “choice”. This research suggests that Baby Boomers and Generation Y have a lot in common. Policies and strategies are suggested to take advantage of this, and managers may have to change the traditional cash orientated rewards system. These strategies are then interpreted to provide practical advice to a consultant.
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.
From Working Across Generations to Daring to Lead harnessing multi-generational leadership is a clear and present priority. Four generations in the work place present a challenge for getting the most out of each generation to serve your mission.
Communities around the nation are continually asking themselves the same question: how do we attract, engage, and keep a millennial workforce? In this expert webinar, Kirstie McPherson, Director of Marketing of Golden Shovel presented about how to actively engage millennials in your community while working to attract new ones.
I find Generation Theory fascinating & prepared this presentation for my colleagues. I used many sources, some of which I reference under recommended reading, all images were sources from the Internet.
Similar to Unlocking Secrets of Baby Boomers by CTR (20)
This presentation offered by CTR features Leadership Fundamentals and 8 Habits of Effective Leaders. Habit 1: Work Together to Win is the focus with some key tips:
- Create a Best in Class Team.
- Put People First.
- Create a Culture of High Engagement. Collaboration and --Cooperation is Key. Take the Leadership Pledge.
- Increase Employee Engagement.
Visit us at www.CTRConsultingServices.com for more information.
Live your Legacy. Leave a Legacy. Workshop by Andre Hannemann Harris, President, Culture Transformation Resources (CTR). Connect with me for your COMPLIMENTARY workbook. Andre@CTRConsultingServices.com or AndreHarris_CTR1
The Best Day Ever includes:
- A Positive Attitude
- Calm, Relaxed and Stress-Free Demeanor
- High Energy
- Happy Disposition
- Productive Results
Here are 25 Tips to Create the Best Day Ever for yourself and those around you.
Love Your Customers and Create a Customer Focused Culture in the process. There are 6 Keys to a Customer Focused Culture:
1. Love Your Customers
2. Engage Employees (aka: Love Your Employees)
3. Train for Excellence
4. Communicate Effectively
5. Measure What's Important
6. Celebrate Every Tiny Victory
Improve your presentations and public speaking! 13 Techniques to light your presentations on fire! Excellent tips and tricks to ease your fears of speaking in public while connecting with your audience.
Digging for Goals workshop provides a fundamental framework for setting goals. Get "SMARTER"!
S = Specific
M = Measurable
A = Agreed * Attainable * Achievable
R = Realistic
T = Time-Bound
E = Ethical
R = Recorded
Inspiring thoughts included!
CTR Workshop:
• Relationship Between Talents and Strengths
* Clifton StrengthsFinder® Assessment
• 34 Talent Themes
• Four Leadership Domains
• Understanding and Leveraging Team Member Strengths
• Benefits and Challenges of High Performing Teams
Contact www.CTR-Consulting.com for complete PowerPoint presentation and more information about company and services.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
1. Culture Transformation Resources, LLC * www.CTRConsultingServices.comBy Andre S. Harris, Culture Transformation Resources, LLC
WORKING EFFECTIVELY WITH BABY BOOMERS
3. BABY BOOMERS.
First Nuclear
Power Plant
Cuban Missile
Crisis
Vietnam War
John Glen Orbits
the Earth
The Civil Rights Act
JFK Assassination
Rosa Parks
Kent State
Massacre
4. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
BABY BOOMERS.
Optimism
Team
Orientation
Personal
Gratification
Health &
Wellness
Involvement Youth
Work
Personal
Growth
Brand Loyal
5. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
Oprah
Winfrey
Bono
Stevie
Wonder
Meryl
Streep
Johnny
Depp
Whoopi
Goldberg
Bill
Clinton
Madonna
Jay
Leno
Denzel
Washington
Steve
Jobs
Bill
Gates
BABY BOOMERS.
7. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
BIRTH YEARS & AGE.
TRADITIONALISTS 1925-1945
69+
years
BABY BOOMERS 1946-1964
50-68
years
GENERATION X 1965-1979 35-49
MILLENNIALS 1980-1996 18-34
Source: Gallup’s “State of the American Workplace” 2013
8. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
Source: Gallup’s “State of the American Workplace” 2013
IN THE WORKPLACE.
9. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
We are in the middle of a historic
evolutionary leap driven by digital innovation
and technology. It has created a
generational divide that holds both
promise and peril for leaders.
For the first time in U.S. history, we have
four separate generations working side-by-
side.
While there is no magic birth date that
makes a member of a specific generation,
one’s experience and sharing of history
h e l p s s h a p e a “ g e n e r a t i o n a l
personality” during their formative years.
When a generational
divide occurs at work, the
results can be:
• Reduced productivity
• Hiring challenges
• Increased turnover
• Decreased morale
• Reduced profitability
10. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
“A lack of understanding across generations can
have detrimental effects on communication and
working relationships and undermine effective
services.”
-Constance Patterson, Ph.D.
11. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
HOW THEY DIFFER.
Social, Political & Economic
Influences
Family Structure & Influence
Education
Values / Morals
Work Ethic
Leadership Approach
Motivational Buttons
Communication Style
Interaction with Others
Approach to Feedback
View towards Company
Work vs. Personal Life
Desired Rewards
Financial Behaviors
Relationship with Technology
General Expectations
12. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
So much of what is going on in
our lives is seen through our
own generational lens.
C o m p a n i e s N E E D a
multigenerational workforce.
To succeed in business today,
i t t a k e s a r a n g e o f
generational insights and
varied perspectives to make
smart business decisions.
Educating employees on
generational differences and
their unique contributions can
boost:
• Understanding
• Respect
• Collaboration
• Productivity
• A Working Together Culture
13. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
BABY BOOMERS.
BIRTH YEARS
• 1946-1964
AGE
• 50-68 years old
US
POPULATION
• 80 Million
AKA
• “Me” Generation
14. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
BABY BOOMERS.
Divorce reached a low in 1960 of 9%
Families moved due to GI Bill, GI Housing and industrialization
Family size smaller (2-3 children)
Few grandparents in the home
Mom stayed home and Dads carpooled
First generation to live miles from extended family
Children spent significant time with adult role model
Perception of the world as “safe”
15. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
BABY BOOMERS.
Grew up in healthy
economy
Defined by their job
Optimistic
Consumers; success
largely visible
Workaholics; created
60-hour workweek
Love-hate
management
Likely to challenge authority;
want leadership positions
17. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
Traditionalists • Loyal
• Driven
Gen X • Balanced
Millennials • Eager
FOUR GENERATIONS.
18. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• It’s necessary
• An obligation
• It is exciting
• An adventure
Gen X
• It is a challenge
• A contract
Millennials
• It is done to make a
difference
• A means to an end
20. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
TRADITIONALISTS
Individual
BABY BOOMERS
Team Player
Loves Meetings
MILLENNIALS
Participative
GEN X
Entrepreneur
FOUR GENERATIONS.
Source: Greg Hammill, “Mixing and Managing Four Generations of Employees
21. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• Hierarchical organizational structures
• Consistency and uniformity
• “These are the rules.”
Boomers
• Coined “team building”
• Live to Work, until Retirement
• “Let’s talk about the rules.”
Gen X
• Work to live, not live to work
• Flexibility in work, life
• “Break all of the rules.”
Millennials
• Exceptional multi-taskers
• Flexibility in work hours and dress code
• “Redefine the rules.”
22. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• Directive
• Command-and-control
Boomers
• Consensual
• Collegial
Gen X
• Everyone is the same
• Challenge others
• Ask questions
Millennials
• TBD
23. TRADITIONALISTS
Satisfaction of a job
well done
BABY BOOMERS
Money, title,
recognition,
the corner office
GEN X
Freedom, self-
manage, time to
prioritize own
projects
MILLENNIALS
Work that has
meaning, flexibility;
growth and learning
opportunity; praise
FOUR GENERATIONS.
24. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• To the organization
BOOMERS
• To the profession
Gen X
• To the individual
Millennials
• To co-workers and friends
25. FOUR GENERATIONS.
Recognize
their loyalty,
experience.
Select
activities that
show what
they know.
Focus on
evolution, not
revolution.
Acknowledge
their
contributions.
Be aware of
competitive
nature.
Offer
continued
training on life
skills, balance.
Respect their
skepticism;
establish your
credentials.
Use humor.
Let them know
you like them.
Talk career,
not job.
Provide
ongoing and
remedial
training.
Teach in short
modules.
Test often.
Make it fun.
Allow
collaboration.
26. TRADITIONALISTS
Loyal to their clients
and/or customers
BOOMERS
Making a difference
GEN X
Building a career
MILLENNIALS
Work that has
meaning
TO STAY OR LEAVE JOB.
27. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• Let’s have a conversation
• Face to Face
• Formal
• Memo
• Call me on my cell anytime
• In person
• Semi-formal
Gen X
• Send me an email
• Irreverent
• Call me only at work
• Direct and Immediate
Millennials
• Text me or IM me
• Twitter
• Fun, Informal, Slang
• Email or Voicemail
28. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
“Grandpa is showing us how they
sent a text when he was a kid.”
29. Culture Transformation Resources, LLC * www.CTRConsultingServices.com
FOUR GENERATIONS.
Traditionalists
• “No news is good news.”
• May not be receptive to feedback
• 50% have not received feedback training
• “Once a year; formal and documented.”
• Don’t appreciate it
• Initiate weekly informal talks; document talks
Gen X
• “Sorry to interrupt, but how am I doing?”
• Give immediate and regular feedback
• Be direct and to the point
Millennials
• “I want it with the push of a button, anytime.”
• Consider electronic connections; use visuals
• Allow an active role in creating work plans