SlideShare ist ein Scribd-Unternehmen logo
1 von 11
Downloaden Sie, um offline zu lesen
67th Annual Vermont Governor’s Conference on Recreation presents:




         Mixing four Generations in the
                  Workplace




   Carol Price
   “Professionally Speaking”
Who Am I?




        Veteran 1909-1945                       Boomer 1946-1964




          Gen “X” 1965-1979                    Gen “Y” 1980-2000

Notes:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________




                                                                           1
Strengths / Work Ethic

                 V                                           B
• Strong work ethic
• Enhanced knowledge                       • Committed to customer service
• Discipline                               • Dedicated
• Loyalty                                  • Good team members
• Emotional maturity                       • Optimistic
• Belief in the “greater good”             • future- oriented
• Focus and perseverance                   • Experienced and knowledgeable
• See work as a privilege
• Experience


                 X                                           Y
• Adaptability                             • Collective action
• Technological literacy                   • Optimism
• Independence                             • Ability to multi-task
• Creativity                               • Technological savvy
• Willingness to buck the system           • Global world view
                                           • Comfort with Diversity
                                           • Goal-and-achievement-orientation
                                           • Belief in Volunteerism and service
                                           to communities
Notes:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

 Veteran 1909-1945    Boomer 1946-1964   Gen “X” 1965-1979      Gen “Y” 1980-2000
                                                                              2
Challenges

                  V                                           B

• Reluctant to buck the system and          • Not naturally “budget minded”
speak up when they disagree
                                            • Uncomfortable with conflict
• Uncomfortable with conflict
                                            • Reluctant to take a position
                                            against peers
                                            • Sometimes put process ahead of
                                            results




                  X                                           Y
• Skeptical                                 • Need supervision and structure
• Distrustful of authority                  • Are inexperienced--particularly in
                                            handling “people issues”
• Less attracted to leadership
positions                                   • Value time and flexibility so they
                                            can maintain work/life balance.
                                            • View changing jobs as a natural
                                            process




 Notes:
 ______________________________________________________________________________
 ______________________________________________________________________________
 ______________________________________________________________________________

  Veteran 1909-1945    Boomer 1946-1964   Gen “X” 1965-1979   Gen “Y” 1980-2000

                                                                              3
Communication Preferences

                V                                           B

 • Memos                                   • Phone calls
 • personal notes                          • personal interactions
 • letters




                X                                           Y

• Voice Mail                               • In person meetings
•E-mail                                    • instant messages
                                           • blogs
                                           • Text messages
                                           • e-mails



Notes:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

 Veteran 1909-1945   Boomer 1946-1964   Gen “X” 1965-1979    Gen “Y” 1980-2000

                                                                           4
Their Motivation Sources

                   V                                    B


• Seeing how their actions affect the    • Leaders who get them involved and
overall good of the organization         show them how they can make a
                                         difference
• Respect for their knowledge,
experience and insight                   • Managers who value their opinion,
                                         recognize their contributions, and
• Rewards for their perseverance and     make it clear that the organization
work ethic                               needs them




                   X                                    Y
 • Giving them the freedom to get the
 job done on their own schedule
 •Allowing them to do it their way        • Managers who connect their actions
                                          to their personal and career goals
 •Having the newest technology
 available                                •The promise of working with other
                                          bright, creative people
 •Having very few rules
                                          •Being a “hero”
 •Being more “informal” than
 “corporate”                              •Having adequate time and flexibility
                                          to live the life they want




Veterans 1909-1945 Boomers 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000
                                                                         5
Coaching Principles

                   V                                           B
• Allow input in “Rules of Engagement”          • Help them manage time wisely
• Match approach to “their experience”          •Assess their comfort level with
                                                technology in advance
• Let them define quality and fit your
approach to that definition                     • Demonstrate how important a
                                                strong team is
• Use testimonials from the nation’s
institutions                                    • Customize your style to their unique
                                                needs
•Emphasize that you’ve seen it before
                                                • Emphasize their “victories”
• Don’t highlight uniqueness
                                                •Follow up and check in - ask how
                                                they’re doing on a regular basis

                   X                                           Y
• Put all the options on the table
• Be prepared to answer “why”
                                              • Offer customization--a plan specific
• Present yourself as an information          to them
provider
                                              • Offer peer level examples
• Use their peers as testimonials when
possible                                      • Spend time providing information
                                              and guidance
•Appear to enjoy your work:
“carpe diem”                                  • Be impressed with their decisions

• Follow up and meet your
commitments
   Notes:
   ______________________________________________________________________________
   ______________________________________________________________________________
   ______________________________________________________________________________

    Veteran 1909-1945   Boomer 1946-1964   Gen “X” 1965-1979   Gen “Y” 1980-2000
                                                                                6
Managers and/or People Who Turn Them Off or Away

                   V                                           B
• Are too “touchy -feely”                     • Aren’t open to input
• Are indecisive and worry about making       • Are bureaucratic
“unpopular decisions”
                                              • Send a “my-way-or-the-highway
• Use profanity and slang                     message
• Are disorganized                            • Don’t seem to care about them as
• Use management styles that seem             people
“trendy”                                      • Practice “one-upmanship”
                                              • Are brusque




                   X                                           Y
• Micromanage                                • Are cynical and sarcastic
• Don’t walk the talk                        • Telling them they are too young
• Spend too much time on process and         to be valuable
too little on results                        • Who are tech challenged
• Are flashy                                 • Are condescending
• Are bureaucratic                           • Are inconsistent and disorganized
• smooze



   Notes:
   ______________________________________________________________________________
   ______________________________________________________________________________
   ______________________________________________________________________________

    Veteran 1909-1945   Boomer 1946-1964   Gen “X” 1965-1979   Gen “Y” 1980-2000
                                                                              7
Managers They Love to Work For

                    V                                          B
•Establish long term goals                    •Strive for consensus
•Spell out clear job expectations             •Treat them as equals
•Are logical                                  •Manage democratically
•Are fair                                     •Use group process to establish
•Are consistent in their actions              vision, mission and goals

•Respect others                               •Are warm and caring
                                              •Assure them they’re making a
                                              difference through their work




                    X                                          Y
•Are competent                               •Teach them new things
•Communicate in a direct,                    •Know their personal goals and
straightforward manner                       what they want to achieve
•Are sincere                                 •Are positive
•Give them a deadline and turn them          •Coach, support and collaborate
loose to meet it
                                             •Are organized are create
•Are informal and flexible                   reasonable structure
•Support training and growth                 •Are achievement oriented
•Focus on results                            •Instill a sense of play and fun in
   Notes:                                    the work place
   ______________________________________________________________________________
   ______________________________________________________________________________
   ______________________________________________________________________________

    Veteran 1909-1945   Boomer 1946-1964   Gen “X” 1965-1979    Gen “Y” 1980-2000
                                                                                   8
Desired Rewards & Recognition

                  V                                            B

 • Plaques                                   • Personal appreciation
 • Certificates                              • Promotion
 • Tangible symbols of loyalty,              • Recognition
 commitment and service




                  X                                            Y
• Free time                                  • Awards
• Continually upgraded resources             • Certificates
like technology and other time-
savers                                       • Tangible evidence of credibility to
                                             strengthen their resumes
• Opportunity for professional
development
• Bottom-line results
• Certifications to add to their
resumes

 Notes:
 ______________________________________________________________________________
 ______________________________________________________________________________
 ______________________________________________________________________________

  Veteran 1909-1945     Boomer 1946-1964   Gen “X” 1965-1979   Gen “Y” 1980-2000
                                                                              9
Attraction & Retention Strategies

                  V                                           B
• Use personal touch                        • Offer flexible work arrangements!
• Make face to face contact                 • Provide challenging work, horizontal
                                            and vertical movement for learning
• Show respect for their age and
                                            opportunities
experience
                                            • Offer phased retirement options
• Show them that their experience is
viewed as an asset                          • Offer health & wellness programs to
                                            foster healthy lifestyles
•Capitalize on that experience




                  X                                           Y
• Offer lots of work schedule options        • Use the power of peers
• Allow them to work autonomously            • Offer flexible options to
                                             accommodate family and person life
• Tap into their adaptability, Gen
“X”ers are usually flexible                  • Involve them in meaningful volunteer
                                             efforts and support the projects they
• Give FAST
                                             are already involved in
      Frequent, accurate, specific,
                                             • Use their technological skills to
      timely feedback
                                             access information quickly and their
                                             comfort with diversity
                                             • Invite them to learn interpersonal
  Notes:
                                             skills for their work environment. They
                                             might need rescuing.
  ______________________________________________________________________________
  ______________________________________________________________________________
  ______________________________________________________________________________

   Veteran 1909-1945   Boomer 1946-1964   Gen “X” 1965-1979   Gen “Y” 1980-2000
                                                                            10

Weitere ähnliche Inhalte

Andere mochten auch

Jobhop , social media & why we use Hootsuite
Jobhop , social media & why we use Hootsuite Jobhop , social media & why we use Hootsuite
Jobhop , social media & why we use Hootsuite Jobhop
 
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...Kevin Sunjaya
 
Digital Solutions With MultiSoft
Digital Solutions With MultiSoftDigital Solutions With MultiSoft
Digital Solutions With MultiSoftRobert Proctor
 
Programas de Google DevRel LatAm South Region
Programas de Google DevRel LatAm South RegionProgramas de Google DevRel LatAm South Region
Programas de Google DevRel LatAm South RegionJuan José Rodriguez MsC.
 
CCCE_2012_AR_Eng-FINAL
CCCE_2012_AR_Eng-FINALCCCE_2012_AR_Eng-FINAL
CCCE_2012_AR_Eng-FINALSarah Reid
 
Linkedin Guide To Help You Achieve The Results You Desire
Linkedin Guide To Help You Achieve The Results You DesireLinkedin Guide To Help You Achieve The Results You Desire
Linkedin Guide To Help You Achieve The Results You DesireJobhop
 
Portable Pool Safety: One Mom's Research to Save Lives
Portable Pool Safety: One Mom's Research to Save LivesPortable Pool Safety: One Mom's Research to Save Lives
Portable Pool Safety: One Mom's Research to Save LivesLessing-Flynn
 
Social Media & Online Trends 2013
Social Media & Online Trends 2013Social Media & Online Trends 2013
Social Media & Online Trends 2013Sebastian Schroer
 

Andere mochten auch (11)

Jobhop , social media & why we use Hootsuite
Jobhop , social media & why we use Hootsuite Jobhop , social media & why we use Hootsuite
Jobhop , social media & why we use Hootsuite
 
The Combined Cairo Geniza
The Combined Cairo GenizaThe Combined Cairo Geniza
The Combined Cairo Geniza
 
Borrador grup 9.1
Borrador grup 9.1Borrador grup 9.1
Borrador grup 9.1
 
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...
Management Information System Article Kevin Sunjaya, Bagaskoro Sabastian, Bay...
 
Digital Solutions With MultiSoft
Digital Solutions With MultiSoftDigital Solutions With MultiSoft
Digital Solutions With MultiSoft
 
Programas de Google DevRel LatAm South Region
Programas de Google DevRel LatAm South RegionProgramas de Google DevRel LatAm South Region
Programas de Google DevRel LatAm South Region
 
CCCE_2012_AR_Eng-FINAL
CCCE_2012_AR_Eng-FINALCCCE_2012_AR_Eng-FINAL
CCCE_2012_AR_Eng-FINAL
 
Linkedin Guide To Help You Achieve The Results You Desire
Linkedin Guide To Help You Achieve The Results You DesireLinkedin Guide To Help You Achieve The Results You Desire
Linkedin Guide To Help You Achieve The Results You Desire
 
Portable Pool Safety: One Mom's Research to Save Lives
Portable Pool Safety: One Mom's Research to Save LivesPortable Pool Safety: One Mom's Research to Save Lives
Portable Pool Safety: One Mom's Research to Save Lives
 
qualifications and certificates
qualifications and certificatesqualifications and certificates
qualifications and certificates
 
Social Media & Online Trends 2013
Social Media & Online Trends 2013Social Media & Online Trends 2013
Social Media & Online Trends 2013
 

Ähnlich wie Generational posturing worksheets

Generations in workforce (2)
Generations in workforce (2)Generations in workforce (2)
Generations in workforce (2)Carol LaFaver
 
NGG10 Bridging The Generation Gap- Span Take Away
NGG10  Bridging The Generation Gap- Span Take AwayNGG10  Bridging The Generation Gap- Span Take Away
NGG10 Bridging The Generation Gap- Span Take AwayTolero Solutions
 
Social Media Snohomish County
Social Media Snohomish CountySocial Media Snohomish County
Social Media Snohomish CountyRod Brooks
 
Developing Social Engagement Strategy
Developing Social Engagement StrategyDeveloping Social Engagement Strategy
Developing Social Engagement StrategyRod Brooks
 
Tireless and Talkable Campaigns
Tireless and Talkable CampaignsTireless and Talkable Campaigns
Tireless and Talkable CampaignsRod Brooks
 
Discover what good content looks like
Discover what good content looks likeDiscover what good content looks like
Discover what good content looks likeJoe Edwards
 
Ace the culture_fit_interview_webinar_-_brad_agry
Ace the culture_fit_interview_webinar_-_brad_agryAce the culture_fit_interview_webinar_-_brad_agry
Ace the culture_fit_interview_webinar_-_brad_agryIvy Exec
 
Principles of organization u2
Principles of organization   u2Principles of organization   u2
Principles of organization u2navumk
 
Content Creation - OTM
Content Creation - OTMContent Creation - OTM
Content Creation - OTMB2B Marketing
 
Listening To Create Relevant Content
Listening To Create Relevant ContentListening To Create Relevant Content
Listening To Create Relevant ContentRod Brooks
 
Recruitment & Retention Lifecycle TM Model - MITRE gov diversity
Recruitment & Retention Lifecycle TM Model -  MITRE gov diversityRecruitment & Retention Lifecycle TM Model -  MITRE gov diversity
Recruitment & Retention Lifecycle TM Model - MITRE gov diversityTolero Solutions
 
DiSC Personality Profiles
DiSC Personality ProfilesDiSC Personality Profiles
DiSC Personality ProfilesEileen Carelock
 
Super Storytelling for Nonprofits
Super Storytelling for NonprofitsSuper Storytelling for Nonprofits
Super Storytelling for NonprofitsARCComms
 
Adding the art of sales to your creative process
Adding the art of sales to your creative processAdding the art of sales to your creative process
Adding the art of sales to your creative processMayeCreate Design
 
ACB Recruiting Presentation 07272009
ACB Recruiting Presentation 07272009ACB Recruiting Presentation 07272009
ACB Recruiting Presentation 07272009Wakeman79
 

Ähnlich wie Generational posturing worksheets (20)

Generations in workforce (2)
Generations in workforce (2)Generations in workforce (2)
Generations in workforce (2)
 
NGG10 Bridging The Generation Gap- Span Take Away
NGG10  Bridging The Generation Gap- Span Take AwayNGG10  Bridging The Generation Gap- Span Take Away
NGG10 Bridging The Generation Gap- Span Take Away
 
Social Media Snohomish County
Social Media Snohomish CountySocial Media Snohomish County
Social Media Snohomish County
 
Developing Social Engagement Strategy
Developing Social Engagement StrategyDeveloping Social Engagement Strategy
Developing Social Engagement Strategy
 
Tireless and Talkable Campaigns
Tireless and Talkable CampaignsTireless and Talkable Campaigns
Tireless and Talkable Campaigns
 
Service leadership the time is now part 1
Service leadership the time is now part 1Service leadership the time is now part 1
Service leadership the time is now part 1
 
Community Building 101
Community Building 101Community Building 101
Community Building 101
 
2013 brief workshopeec
2013 brief workshopeec2013 brief workshopeec
2013 brief workshopeec
 
Discover what good content looks like
Discover what good content looks likeDiscover what good content looks like
Discover what good content looks like
 
Ace the culture_fit_interview_webinar_-_brad_agry
Ace the culture_fit_interview_webinar_-_brad_agryAce the culture_fit_interview_webinar_-_brad_agry
Ace the culture_fit_interview_webinar_-_brad_agry
 
Principles of organization u2
Principles of organization   u2Principles of organization   u2
Principles of organization u2
 
Content Creation - OTM
Content Creation - OTMContent Creation - OTM
Content Creation - OTM
 
Listening To Create Relevant Content
Listening To Create Relevant ContentListening To Create Relevant Content
Listening To Create Relevant Content
 
Gossip & Rumor In the Workplace
Gossip & Rumor In the WorkplaceGossip & Rumor In the Workplace
Gossip & Rumor In the Workplace
 
Recruitment & Retention Lifecycle TM Model - MITRE gov diversity
Recruitment & Retention Lifecycle TM Model -  MITRE gov diversityRecruitment & Retention Lifecycle TM Model -  MITRE gov diversity
Recruitment & Retention Lifecycle TM Model - MITRE gov diversity
 
DiSC Personality Profiles
DiSC Personality ProfilesDiSC Personality Profiles
DiSC Personality Profiles
 
Super Storytelling for Nonprofits
Super Storytelling for NonprofitsSuper Storytelling for Nonprofits
Super Storytelling for Nonprofits
 
Career planning
Career planningCareer planning
Career planning
 
Adding the art of sales to your creative process
Adding the art of sales to your creative processAdding the art of sales to your creative process
Adding the art of sales to your creative process
 
ACB Recruiting Presentation 07272009
ACB Recruiting Presentation 07272009ACB Recruiting Presentation 07272009
ACB Recruiting Presentation 07272009
 

Mehr von Lessing-Flynn

Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human Experiences
Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human ExperiencesInteract16 Crystal Olig: Web Architecture to Fuel Customized, Human Experiences
Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human ExperiencesLessing-Flynn
 
Interact15 | 15 Ways to Make Your Website Stickier in 2015
Interact15 | 15 Ways to Make Your Website Stickier in 2015Interact15 | 15 Ways to Make Your Website Stickier in 2015
Interact15 | 15 Ways to Make Your Website Stickier in 2015Lessing-Flynn
 
Why Gen Y: Millennials outside the walls of Nationwide
Why Gen Y: Millennials outside the walls of NationwideWhy Gen Y: Millennials outside the walls of Nationwide
Why Gen Y: Millennials outside the walls of NationwideLessing-Flynn
 
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | Oxiem
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | OxiemGet Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | Oxiem
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | OxiemLessing-Flynn
 
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...Lessing-Flynn
 
Generations At Work 6.11.12
Generations At Work 6.11.12Generations At Work 6.11.12
Generations At Work 6.11.12Lessing-Flynn
 
Worksheet on Gen Y managerial competencies
Worksheet on Gen Y managerial competenciesWorksheet on Gen Y managerial competencies
Worksheet on Gen Y managerial competenciesLessing-Flynn
 
Using Social Media for Your Wedding Business
Using Social Media for Your Wedding BusinessUsing Social Media for Your Wedding Business
Using Social Media for Your Wedding BusinessLessing-Flynn
 
Teaching Entrepreneurship to a Digital Generation
Teaching Entrepreneurship to a Digital GenerationTeaching Entrepreneurship to a Digital Generation
Teaching Entrepreneurship to a Digital GenerationLessing-Flynn
 
Education Marketing Online: Social Media, Search Marketing & Websites
Education Marketing Online: Social Media, Search Marketing & WebsitesEducation Marketing Online: Social Media, Search Marketing & Websites
Education Marketing Online: Social Media, Search Marketing & WebsitesLessing-Flynn
 
Search Marketing 101
Search Marketing 101Search Marketing 101
Search Marketing 101Lessing-Flynn
 
Rockstar Student Networking: Mt Leadership Society Ohio State University
Rockstar Student Networking: Mt Leadership Society Ohio State UniversityRockstar Student Networking: Mt Leadership Society Ohio State University
Rockstar Student Networking: Mt Leadership Society Ohio State UniversityLessing-Flynn
 
How To Network Your Way To A Job
How To Network Your Way To A JobHow To Network Your Way To A Job
How To Network Your Way To A JobLessing-Flynn
 
Social Media & Events
Social Media & EventsSocial Media & Events
Social Media & EventsLessing-Flynn
 

Mehr von Lessing-Flynn (15)

Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human Experiences
Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human ExperiencesInteract16 Crystal Olig: Web Architecture to Fuel Customized, Human Experiences
Interact16 Crystal Olig: Web Architecture to Fuel Customized, Human Experiences
 
Interact15 | 15 Ways to Make Your Website Stickier in 2015
Interact15 | 15 Ways to Make Your Website Stickier in 2015Interact15 | 15 Ways to Make Your Website Stickier in 2015
Interact15 | 15 Ways to Make Your Website Stickier in 2015
 
Why Gen Y: Millennials outside the walls of Nationwide
Why Gen Y: Millennials outside the walls of NationwideWhy Gen Y: Millennials outside the walls of Nationwide
Why Gen Y: Millennials outside the walls of Nationwide
 
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | Oxiem
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | OxiemGet Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | Oxiem
Get Mobile | Mobile & Digital Marketing | Crystal Olig | Upward | Oxiem
 
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...
Everything You Need to Know for a Better Website in 2014 | Crystal Olig | Oxi...
 
Generations At Work 6.11.12
Generations At Work 6.11.12Generations At Work 6.11.12
Generations At Work 6.11.12
 
Worksheet on Gen Y managerial competencies
Worksheet on Gen Y managerial competenciesWorksheet on Gen Y managerial competencies
Worksheet on Gen Y managerial competencies
 
Generations At Work
Generations At WorkGenerations At Work
Generations At Work
 
Using Social Media for Your Wedding Business
Using Social Media for Your Wedding BusinessUsing Social Media for Your Wedding Business
Using Social Media for Your Wedding Business
 
Teaching Entrepreneurship to a Digital Generation
Teaching Entrepreneurship to a Digital GenerationTeaching Entrepreneurship to a Digital Generation
Teaching Entrepreneurship to a Digital Generation
 
Education Marketing Online: Social Media, Search Marketing & Websites
Education Marketing Online: Social Media, Search Marketing & WebsitesEducation Marketing Online: Social Media, Search Marketing & Websites
Education Marketing Online: Social Media, Search Marketing & Websites
 
Search Marketing 101
Search Marketing 101Search Marketing 101
Search Marketing 101
 
Rockstar Student Networking: Mt Leadership Society Ohio State University
Rockstar Student Networking: Mt Leadership Society Ohio State UniversityRockstar Student Networking: Mt Leadership Society Ohio State University
Rockstar Student Networking: Mt Leadership Society Ohio State University
 
How To Network Your Way To A Job
How To Network Your Way To A JobHow To Network Your Way To A Job
How To Network Your Way To A Job
 
Social Media & Events
Social Media & EventsSocial Media & Events
Social Media & Events
 

Kürzlich hochgeladen

UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGUNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGlokeshwarmaha
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Winbusinessin
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toumarfarooquejamali32
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003believeminhh
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsP&CO
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfCharles Cotter, PhD
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...IMARC Group
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Lviv Startup Club
 
Introduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxIntroduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxJemalSeid25
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023Steve Rader
 
Live-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarLive-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarNathanielSchmuck
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHelene Heckrotte
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Reportamberjiles31
 
MoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor PresentationMoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor Presentationbaron83
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.ukaroemirsr
 

Kürzlich hochgeladen (20)

UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISINGUNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
UNLEASHING THE POWER OF PROGRAMMATIC ADVERTISING
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb to
 
Investment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV IndustriesInvestment Opportunity for Thailand's Automotive & EV Industries
Investment Opportunity for Thailand's Automotive & EV Industries
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
 
Entrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizationsEntrepreneurship & organisations: influences and organizations
Entrepreneurship & organisations: influences and organizations
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)
 
Introduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxIntroduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptx
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023
 
Live-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarLive-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry Webinar
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Report
 
MoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor PresentationMoneyBridge Pitch Deck - Investor Presentation
MoneyBridge Pitch Deck - Investor Presentation
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.uk
 

Generational posturing worksheets

  • 1. 67th Annual Vermont Governor’s Conference on Recreation presents: Mixing four Generations in the Workplace Carol Price “Professionally Speaking”
  • 2. Who Am I? Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ 1
  • 3. Strengths / Work Ethic V B • Strong work ethic • Enhanced knowledge • Committed to customer service • Discipline • Dedicated • Loyalty • Good team members • Emotional maturity • Optimistic • Belief in the “greater good” • future- oriented • Focus and perseverance • Experienced and knowledgeable • See work as a privilege • Experience X Y • Adaptability • Collective action • Technological literacy • Optimism • Independence • Ability to multi-task • Creativity • Technological savvy • Willingness to buck the system • Global world view • Comfort with Diversity • Goal-and-achievement-orientation • Belief in Volunteerism and service to communities Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 2
  • 4. Challenges V B • Reluctant to buck the system and • Not naturally “budget minded” speak up when they disagree • Uncomfortable with conflict • Uncomfortable with conflict • Reluctant to take a position against peers • Sometimes put process ahead of results X Y • Skeptical • Need supervision and structure • Distrustful of authority • Are inexperienced--particularly in handling “people issues” • Less attracted to leadership positions • Value time and flexibility so they can maintain work/life balance. • View changing jobs as a natural process Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 3
  • 5. Communication Preferences V B • Memos • Phone calls • personal notes • personal interactions • letters X Y • Voice Mail • In person meetings •E-mail • instant messages • blogs • Text messages • e-mails Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 4
  • 6. Their Motivation Sources V B • Seeing how their actions affect the • Leaders who get them involved and overall good of the organization show them how they can make a difference • Respect for their knowledge, experience and insight • Managers who value their opinion, recognize their contributions, and • Rewards for their perseverance and make it clear that the organization work ethic needs them X Y • Giving them the freedom to get the job done on their own schedule •Allowing them to do it their way • Managers who connect their actions to their personal and career goals •Having the newest technology available •The promise of working with other bright, creative people •Having very few rules •Being a “hero” •Being more “informal” than “corporate” •Having adequate time and flexibility to live the life they want Veterans 1909-1945 Boomers 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 5
  • 7. Coaching Principles V B • Allow input in “Rules of Engagement” • Help them manage time wisely • Match approach to “their experience” •Assess their comfort level with technology in advance • Let them define quality and fit your approach to that definition • Demonstrate how important a strong team is • Use testimonials from the nation’s institutions • Customize your style to their unique needs •Emphasize that you’ve seen it before • Emphasize their “victories” • Don’t highlight uniqueness •Follow up and check in - ask how they’re doing on a regular basis X Y • Put all the options on the table • Be prepared to answer “why” • Offer customization--a plan specific • Present yourself as an information to them provider • Offer peer level examples • Use their peers as testimonials when possible • Spend time providing information and guidance •Appear to enjoy your work: “carpe diem” • Be impressed with their decisions • Follow up and meet your commitments Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 6
  • 8. Managers and/or People Who Turn Them Off or Away V B • Are too “touchy -feely” • Aren’t open to input • Are indecisive and worry about making • Are bureaucratic “unpopular decisions” • Send a “my-way-or-the-highway • Use profanity and slang message • Are disorganized • Don’t seem to care about them as • Use management styles that seem people “trendy” • Practice “one-upmanship” • Are brusque X Y • Micromanage • Are cynical and sarcastic • Don’t walk the talk • Telling them they are too young • Spend too much time on process and to be valuable too little on results • Who are tech challenged • Are flashy • Are condescending • Are bureaucratic • Are inconsistent and disorganized • smooze Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 7
  • 9. Managers They Love to Work For V B •Establish long term goals •Strive for consensus •Spell out clear job expectations •Treat them as equals •Are logical •Manage democratically •Are fair •Use group process to establish •Are consistent in their actions vision, mission and goals •Respect others •Are warm and caring •Assure them they’re making a difference through their work X Y •Are competent •Teach them new things •Communicate in a direct, •Know their personal goals and straightforward manner what they want to achieve •Are sincere •Are positive •Give them a deadline and turn them •Coach, support and collaborate loose to meet it •Are organized are create •Are informal and flexible reasonable structure •Support training and growth •Are achievement oriented •Focus on results •Instill a sense of play and fun in Notes: the work place ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 8
  • 10. Desired Rewards & Recognition V B • Plaques • Personal appreciation • Certificates • Promotion • Tangible symbols of loyalty, • Recognition commitment and service X Y • Free time • Awards • Continually upgraded resources • Certificates like technology and other time- savers • Tangible evidence of credibility to strengthen their resumes • Opportunity for professional development • Bottom-line results • Certifications to add to their resumes Notes: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 9
  • 11. Attraction & Retention Strategies V B • Use personal touch • Offer flexible work arrangements! • Make face to face contact • Provide challenging work, horizontal and vertical movement for learning • Show respect for their age and opportunities experience • Offer phased retirement options • Show them that their experience is viewed as an asset • Offer health & wellness programs to foster healthy lifestyles •Capitalize on that experience X Y • Offer lots of work schedule options • Use the power of peers • Allow them to work autonomously • Offer flexible options to accommodate family and person life • Tap into their adaptability, Gen “X”ers are usually flexible • Involve them in meaningful volunteer efforts and support the projects they • Give FAST are already involved in Frequent, accurate, specific, • Use their technological skills to timely feedback access information quickly and their comfort with diversity • Invite them to learn interpersonal Notes: skills for their work environment. They might need rescuing. ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Veteran 1909-1945 Boomer 1946-1964 Gen “X” 1965-1979 Gen “Y” 1980-2000 10