1. Leveraging and
Managing Generation
Human Capital

2. Alicia Agnew, Moderator
Small Business Development Consultant,
African American Chamber of Commerce
Jennifer Gleeson Blue
Founder, GenEdge
Ken Haycook
Owner, Kendel Group
Nicole Lipkin
Co-Author, Y in the Workplace: Managing the “Me First” Generation

3. Jennifer Gleeson Blue
Founder
GenEdge

4. Ken Haycook
Owner
Kendel Group

5. How to Manage
Your New Employees
Kendel Group 10/13/2009 5

6. It’s important to remember that
generalizations about the generations
are just that.
Age defines a demographic, not a
person.
You have to pay attention to individual
personalities
Kendel Group 10/13/2009 6

7. Background:
◦ Baby Boomers (1946 – 1964)
◦ Generation X (1964 -1980)
◦ Generation Y (1981-2000)
(Generation E)
Kendel Group 10/13/2009 7

8. ~70 Million Boomers *
~40 Million Gen X*
~ 68 Million Gen Y *
45% of all businesses are
owned or ran by Boomers #
* AARP
# US Census Bureau
Kendel Group 10/13/2009 8

9. Gen X has only 10 % of leadership
positions*
89% of graduating Gen Y Seniors expect
a job offer, 74% expect 2 offers. #
48% will boomerang, 22% will live with
their parents for as long as 6
months#
* Careerbuilder Survey
# Monster Trak Survey
Kendel Group 10/13/2009 9

10. Even after being hired, 66% Gen Y’s will continue
to job
surf #
44% will renege on employee contracts if
something better comes along #
56% expect a promotion within 12 months,
61% expect a flexible work schedules and
50% more vacation than normal*
# Monster Trak Survey
* Wall Street Journal
Kendel Group 10/13/2009 10

11. Self-assured
◦ Self-inventive/individualistic, Celebrate
diversity
◦ Rewrite the rules
◦ They need to understand the requirements of
business
You gotta to take charge
◦ Irreverence of institutions with no community
involvement
◦ Be prepared for demanding, high
expectations, high maintenance people
◦ They will strive for supervision
Kendel Group

12. Well Educated
◦ Spend time providing information and guidance
◦ Offer a customized training plan
◦ Classes should include classic soft skills –
Orientation, Leadership, Communications, Time
Management, etc.
Test me
◦ Offer Immediate “hands-on” work
◦ Let them make decisions
◦ Be impressed with their decisions
Kendel Group

13. Community-awareness
◦ Very aware of community problems
◦ Will select responsible companies first
◦ You both should look for the noble causes
Let’s have fun
◦ Work/life balance
◦ Edutainment is required
◦ Don’t forget you own sense of humor
Kendel Group

14. Inclusive
◦ Friends are their family too
◦ No one is left behind
◦ They will collectively quit
Respect me
◦ Money is not important (or NOT), respect is
◦ Value me as you value the older staff
◦ Be prepared to address this issue directly
Kendel Group

15. Be flexible
◦ Telecommuting, Split shifts, job sharing
◦ Casual dress every day
◦ Be sure to do an Employee/Employer Contract
Goal Setting and Attainment-oriented
◦ Loyalty is to team or project partners
◦ Work well with my friends on my team
◦ Accommodate this if possible with a
senior mentor
Kendel Group

16. Can be more productive
◦ Excellent Communication skills
◦ Distrust email, over trusts MySpace, etc.
◦ You must learn new technology to keep up
Genuinely nice (or NOT).
◦ They were taught proper manners
◦ They have to help people at work
Kendel Group

17. 1. Always look for a leader in the group.
2. There will be a re-thinking of work as work.
3. Job Sites will suffer because Gen Y’s will not
use them.
Kendel Group

18. 4. Work force in the physical labor jobs will be
nearly impossible to find.
5. Entrepreneurship will change.
Kendel Group

19. 6. International cooperation will increase.
7. Gen Y’s will work in from 7 – 9 areas (Jobs,
companies, countries, etc) before they retire.
8. The Bad news is this is not an American
Problem. ~60 % of the Gen Y Chinese
and ~80% of the India Gen Y’s were
reported to feel the same way.
Kendel Group

20. Ken Haycook, PMP
Kendel Group
www.kendelgrp.com
khaycook@kendelgrp.com
501-351-3942
Kendel Group 10/13/2009 20

21. Nicole Lipkin
Co-Author
Y in the Workforce: Managing the
“Me First” Generation

25. • Used to winning and being the best
• They want to impress and do well
• They are thinking of ways to impress and
please
• They want to progress quickly

26. • Hands off ≠ Empowerment
• Effective leadership and management means:
– Being present and available
– Skill development (technical and people skills)
– High engagement and High support

27. Gen Y is used to being over‐parented and negotiating:
• Providing structure, boundaries and clear expectations
with on‐boarding but revisit through reviews
• Role empowerment
• Career/leadership development
• Clearly identify what is negotiable and what is not
• Help them keep score
• Let them prove themselves
• Demand follow through and consistency

28. • Look for the natural teachers and relationship
builders
• Look for the one’s who are open to learning
and being challenged (and also open to
feedback)
• Understand the context of the culture, what
initiatives are you trying to drive‐balance
between results and behavior
• Look for those that are high in EQ

29. • Four domains:
– Self‐awareness – Knowing and understanding what you are experiencing
– Self‐management – Managing and expressing your emotions in socially
appropriate ways
– Social awareness – Recognizing and having empathy for how others are
feeling
– Relationship management – Inspiring and influencing others, conflict
management
• Emotionally intelligent leaders empower and energize others
through:
– Enthusiasm
– Inspiration
– Ability to reflect on situations
– Empathy
– Self management emotionally and socially
– Effective in understanding what others need in order to develop, learn
and grow

30. Nicole A. Lipkin, Psy.D., M.B.A.
Business Consultant & Leadership Coach
www.equilibriacoaching.com
nlipkin@equilibriapcs.com
267‐861‐3685

31. Question &
Answer

32. Please complete the survey being
distributed by the volunteers.
Surveys may be returned to the
volunteers or at the Registration
Desk in Ballroom A.

33. Thank you to our sponsors