This document provides information on managing a multigenerational workforce. It discusses understanding the different generations in the workforce, including Veterans, Baby Boomers, Generation X, and Millennials. It outlines strategies for effective multigenerational teams, including focusing on similarities between generations, understanding generational differences in work approaches, and realizing potential weaknesses of each generation. The goal is to optimize strengths and mentor younger workers appropriately while gaining acceptance of new procedures from older workers.
Communicating effectively between generations is essential for doing business in the modern world. With new technologies like Facebook, Twitter, and MySpace it's become even more important to understand generational differences. How do you begin to understand the intricacies of these groups? How do you develop a social media strategy and begin to execute it successfully?
What is multi-generational marketing? Everything. Communicating effectively between generations is essential for doing business in the modern world. Navigating between these generations using each group's most effective strategies without overloading your marketing schedule and budget can be difficult and sensitive. How do you begin to understand the intricacies of these groups? How do you develop a strategy and begin to execute it successfully? We can help. Contact 3Fold Communications today to schedule your Multi-Generational Marketing training session!
Living Together: RA Skills for Engaging in Conversations on Diversity and Soc...Paul Brown
Originally presented at Resident Assistant Training at Boston College on August 18, 2012. This brief presentation discusses how to approach difficult conversations and confront problematic language around issues of diversity and social justice.
Social Networks and Communities -- Tufts University EXP-50-CS Spring 2014: So...Jesse Littlewood
Lecture 3 from Tufts University EXP-50-CS "Social Media: Participatory Culture and Content Creation in Society." View more at www.exp50.com or contact @j_littlewood on Twitter.
This work is licensed under the Creative Commons Attribution-NonCommercial-ShareAlike (CC BY-NC-SA)
see: https://creativecommons.org/licenses/
You may use, remix, tweak and build upon this work non-commercially, as long as you provide credit (Jesse Littlewood, www.jesselittlewood.com) and license your new work under identical terms.
Science Communication and Looking For LoveJohn C. Besley
This is a special Valentine's Day edition of my communication strategy talk. It focuses on the potential value of communication aimed at shaping warmth, competence, perceived listening, identity, attitudes, norms, and efficacy beliefs. The presentation is adapted from a talk I also give as part of Michigan State University's science communication training initiative. Delivered to Forestry graduate students, February 9, 2017.
Communicating effectively between generations is essential for doing business in the modern world. With new technologies like Facebook, Twitter, and MySpace it's become even more important to understand generational differences. How do you begin to understand the intricacies of these groups? How do you develop a social media strategy and begin to execute it successfully?
What is multi-generational marketing? Everything. Communicating effectively between generations is essential for doing business in the modern world. Navigating between these generations using each group's most effective strategies without overloading your marketing schedule and budget can be difficult and sensitive. How do you begin to understand the intricacies of these groups? How do you develop a strategy and begin to execute it successfully? We can help. Contact 3Fold Communications today to schedule your Multi-Generational Marketing training session!
Living Together: RA Skills for Engaging in Conversations on Diversity and Soc...Paul Brown
Originally presented at Resident Assistant Training at Boston College on August 18, 2012. This brief presentation discusses how to approach difficult conversations and confront problematic language around issues of diversity and social justice.
Social Networks and Communities -- Tufts University EXP-50-CS Spring 2014: So...Jesse Littlewood
Lecture 3 from Tufts University EXP-50-CS "Social Media: Participatory Culture and Content Creation in Society." View more at www.exp50.com or contact @j_littlewood on Twitter.
This work is licensed under the Creative Commons Attribution-NonCommercial-ShareAlike (CC BY-NC-SA)
see: https://creativecommons.org/licenses/
You may use, remix, tweak and build upon this work non-commercially, as long as you provide credit (Jesse Littlewood, www.jesselittlewood.com) and license your new work under identical terms.
Science Communication and Looking For LoveJohn C. Besley
This is a special Valentine's Day edition of my communication strategy talk. It focuses on the potential value of communication aimed at shaping warmth, competence, perceived listening, identity, attitudes, norms, and efficacy beliefs. The presentation is adapted from a talk I also give as part of Michigan State University's science communication training initiative. Delivered to Forestry graduate students, February 9, 2017.
The technocrats and communications with other generations in the workplaceRobin Sargent
This slide show is about the different generations and their communication issues with the technocrats. I made each slide move like a tabbed folder in the animations.
Communicating Across a Multi-Generational Campusmichellebaker
These slides are part of the "Communicating Across a Multi-Generational Campus" workshop, delivered at Ball State University in September 2014.
Workshop facilitated by Michelle Baker, phase(two)learning.
phasetwolearning.com - phasetwolearning@gmail.com
WEBINAR INFORMATION:
In the contemporary U.S. workforce, four generations now often work side by side. They have had varied life experiences, are characterized by different levels of technological expertise and knowledge, and are often distinguished by racial, cultural, religious, and regional diversity. This webcast will address the implications of these differences for employers and managers. The primary focus is on the differences between generations and what they mean for managers who are trying to build teams and support the diverse needs of their employees. The webcast will also emphasize the technological divide that is at times a divisive element between generations in how they approach their work and personal lives. The effects of globalization and increasing diversity area also addressed.
By the end of this webcast participants will be able to:
• Identify the characteristics and work orientations of Traditionalists, Baby Boomers, Generation X’ers, and Millennials.
• Understand intergenerational dynamics and the technological and social media divide between generations
• Develop more cohesive, smooth functioning work teams
• Appreciate and capitalize on the value of multiple employee perspectives and capabilities
• Employ new strategies for overcoming differing generational perspectives at the workplace in order to increase productivity
ABOUT THE PRESENTER:
Bahira Sherif Trask, PhD., is a Professor and Associate Chair of Human Development and Family Studies at the University of Delaware and a Policy Scientist in the Center for Community Research and Service. She holds a PhD in Cultural Anthropology from the University of Pennsylvania and an undergraduate degree in Political Science with a concentration in International Relations from Yale University.
Dr. Trask is a leading expert on globalization, work and families in Western and non-Western contexts. She has authored and edited a number of books in this area, including Globalization and Families: Accelerated Systemic Social Change (Springer, 2010). Her latest book (to be released fall 2013) is Women, Work and Globalization: Challenges and Opportunities (Routledge).
Dr. Trask speaks on her research on work, family, and workforce development for the 21st century in a variety of venues including at the United Nations, corporations such as Gore and Microsoft, and academic institutions, including most recently Yale University.
Watch webinar- http://careerminds.com/webinar/working-successfully-with-a-multigenerational-diverse-workforce-in-the-21st-century/
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.
What does it mean to work with a generation? What is a generation? A generation is generally understood as people who were born in a similar time frame, who have experienced similar life situations, share similar views, attitudes and maybe values which differ from other generations. Great events, traumatic events and unique situations define our experiences and alter out thoughts, feelings and behaviors. Examples of such accounts can include WWI, Depression, bombing of Pearl Harbor, WWII, Korean War, Polio vaccination, assassinations of the Kennedys and King, Walk on the Moon, Vietnam War, computer revolution, Twin Towers, shootings in schools, Super bowls, Presidential elections, special New Year’s Eve parties and so on. My grandmother grew up in the depression and was concerned about such things as lights being on in a room that no one was in and running the water full blast – and to me, these seem inconsequential, even trivial. The events such as those listed above can influence us in positive and negative ways and in the way we think about other nationalities and religions, the workplace, values on how we parent, use of technologies, education, the value we place on others, and even how we try to protect ourselves.
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
So often you hear the mantra of "Find your passion and follow it", but that's only one part of the story. You passion may not be what pays your bills, but weaving it throughout your life can be critical to a holistic approach to your career and life balance. Jennifer will share her personal journey of following her passion both at work and in her life and offer tips on how you can do the same in your life.
Creating a solid internship program can be a win for your company and your future employees. Learn the elements that make a great internship program rock!
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. 1. Gain an understanding of different
generations in the workforce and what
makes each important on your team
2. Identify effective strategies for working
in multigenerational workplaces and
teams
3. Learn what Millennials are looking for
and how to mentor them appropriately
9. • Important events included:
– The Great Depression
– WWII
– Disney releases it’s first animated feature (Snow
White)
– The Korean War
– Sputnik went into Orbit
You might be a veteran if…
• You have the ability to entertain yourself without
a TV, in fact you remember the days before TV
• Popular Technology: Radio
10.
11.
12.
13.
14.
15. • Important events included:
– Man walks on the Moon
– Civil Rights
– Woodstock
– Deaths of JFK and Martin Luther King
– Vietnam War begins
You might be a Boomer if you can complete these
sentences…
• When the Beatles first came to the U.S. in early 1964,
we all watched them on the ______show
• "Get your kicks, ________________”
• Popular Technology: Television
16.
17.
18.
19.
20.
21.
22.
23. • Important events:
– The Cold War (remember getting under your desk?)
– Challenger Shuttle Explodes on Takeoff
– Berlin Wall Dismantled
– Fall of Communism in Eastern Europe
– U.S. Troops go to Persian Gulf for the 1st time
– AIDS Identified
You might be a Gen Xer if…
• Schoolhouse Rock played a HUGE part in how you
actually learned the English language.
– I know what a Bill (sittin’ up on Capital Hill) is thanks to that
show!!
Popular Technology: Computers
24.
25.
26.
27.
28.
29.
30.
31. • Important Events:
– Death of Princess Diana
– Death of Mother Teresa
– Columbine
– 9/11
– World Center Attacks
– War begins in Iraq for a 2nd time
You might be a Millennial if…
• Blog, Myspace/Facebook, IM, text messaging, and
other social media are a regular part of your daily life
• Popular Technology: The internet, cell phones
32.
33.
34.
35.
36.
37.
38.
39.
40. • Form generational groups
• Brainstorm 5 positive and 5 negative characteristics
of other generations (Veterans, Baby Boomers, Gen X,
Millennials) Write them on the note cards
• Create a list of what you don’t understand about
other generations approach to work.
– Bring cards to front when finished
• Within your group, do the characteristics written
accurately describe you?
– Choose a spokesperson to explain your answer
48. Mentoring Program
Purpose
Value
Mentors/Advisors
Design
Method
Baby Boomer Run
Career Advancement
Mentee/learner gains understanding and skills
People with higher status and knowledge
One-to-one mentoring: Long-term relationships
Face-to-face
Millennial-Run
Primary Learning
Rapid dissemination of knowledge
Anyone with knowledge the learner needs
Networked relationships: Time determined by needs
Virtual
Know What Millennials think of
Mentoring!
Mentoring
Matters!
98% of Millennials believe working with a mentor is a
necessary component in development.
PowerhouseCoopers Global CEO Survey cited in “If You Want to Retain
Your Best Young Workers, Give Them a Mentor Instead of Cash Bonuses”
by Vivian Giang, July 2011
49.
50.
51.
52.
53.
54.
55.
56.
57.
58. • Looking for meaningful work
• Seeking challenge
• Chance to prove themselves and show they can
perform well
• Enjoys contact with people
• Desire to be in a position of responsibility
• Resents being looked at as though they have no
experience
• Tends to be more job mobile
• Less respectful of authority
Who does this describe?
59. Training and Development Journal
Sorry Boomers, the other generations in the workforce
didn’t like you when you started working!
Every generation that enters the workforce makes waves!
62. Veterans Boomers Gen Xers Millennials
Career
Goals
Build a legacy Build a stellar
career
Build a portable
career
Build parallel
careers
Rewards Satisfaction of a job
well done
Money, title,
recognition,
corner office
Freedom is the
ultimate reward
Work that has
meaning for me
Work-Life
Balance
Support me in
shifting the balance
Help me balance
everyone else and
find meaning
myself
Give me balance
now! Not when
I’m 65
Work isn’t
everything. Need
flexibility to
balance my other
activities
Job
Changing
Carries a stigma Puts you behind Is necessary Is part of the daily
routine
Training I learned the hard
way, you can too!
Train ‘em too
much and they’ll
leave
The more they
learn, the more
they’ll stay
Continuous
learning is a way
of life
Source: When Generations Collide
63.
64. Veterans
Assets: Experience, enhanced knowledge, dedication, focus,
loyalty, stability, emotional maturity, perseverance
Possible issues: Reluctant to buck the system, uncomfortable with
conflict, may want to keep things the way they are
Messages that Motivate: “Your experience is respected here”
Rewards: Tangible symbols of loyalty, commitment, and service
including plaques and certificates
Methods of Communication: Memos, letters and personal notes
65. Baby Boomers
Assets: Service orientation, dedication, team perspective,
experience, knowledge
Possible issues: May put process ahead of results
Messages that Motivate: “We need you”, “ Your opinion is valued”
Rewards: personal appreciation, promotion, and recognition
Methods of Communication: phone calls, personal interaction
66. Generation X
Assets: Adaptability, techno-literacy, independence, creativity,
willingness to buck the system
Possible issues: Skeptical, may distrust authority
Messages that Motivate: “Do it your way”, “there aren’t a lot of
rules around here”
Rewards: Free time, opportunities for development, certifications
to add to their resumes
Methods of Communication: Voice mail, email
67. Millennials
Assets: Collective action, optimism, ability to multi-task, and
technologically savvy
Possible issues: Need for supervision and structure, inexperience-
particularly when dealing with difficult people
Messages that Motivate: “Your work makes a huge difference
here”
Rewards: Awards, certificates, tangible evidence of credibility
Methods of Communication: texting, instant messaging,
68.
69. FOCUS: on the similarities of the
four generations.
We all want to be successful in our careers.
We all have hopes and dreams.
•
70. UNDERSTAND: the differences
between the way the generations
approach work.
• OPTIMIZE: the strengths of each group:
Traditionalists are loyal employees.
Boomers are highly optimistic.
X-ers value independence and flexibility.
Millennials value teamwork and personal connection.
71. REALIZE: the possible weaknesses of
each generation.
Younger workers may not see the potential
hazards and pitfalls of business. They don’t
have the knowledge of what has worked in
the past and what has been a total failure.
Older workers may be too focused on the way
things have “always been done” and thus be
resistant to accepting new procedures and
new technologies.