PRESENTED BY:QUASHAN LOCKETT

GENERATIONAL LEADERSHIP

About Me

Human Resources Professional with ARAMARK Corporation 6+ years of comprehensive Human Resources experience Other Interests: Writing/Blogging, Event Planning, Sports,

Social Media, Technology Born and raised in New Jersey, currently reside in

Philadelphia Bachelor of Arts in Labor Studies and Employment Relations

from Rutgers University Masters of Arts in I/O Psychology from The Chicago School

of Professional Psychology

$12B World Leader in professional services 255,000 employees serving clients in 22 countries World’s Most Admired Companies. Ranked in industry top 3 every year

since 1998 Over 200,000 clients High Profile Events:

15 Olympic Games since 1968 2010 National Hockey League Winter Classic 2010 Major League Baseball All-Star Games

Current Human Resources Focus Capacity, Capability, Engagement Leadership Competencies Workforce Management Technology Learning Management System

My Organization

Generational Leadership - The Problem

◦ Multi-Generational workforce can present unique challenges for organizations

◦ Lack of generational understanding leads to conflicts, loss of productivity, decrease in morale and engagement, and increased turnover

◦ Misconceptions exist, leading to ineffective leadership and engagement strategies

◦ Classic “military” leadership style is no longer effective in today’s work environment

◦ “What got you here, won’t get you there”

5 Generations in the Workplace

◦ Silent Generation or Traditionalist Born: 1925 – 1945

2011 Age: 66 – 86

◦ Baby Boomers Born: 1946 – 1964

2011 Age: 47 – 65

◦ Generation X Born: 1965 - 80

2011 Age: 31 – 46

◦ Generation Y or Millennials Born: 1981 – 1995

2011 Age: 16 – 30

◦ Generation Z or Digital Natives Born: 1996 -

2011 Age: < 16

Effective Generational Leadership

◦ Understand the different generations at work, what they value, and what motivates them.

◦ Employees are your business –know them like you know your business

◦ Leverage the varying strengths of each generation◦ Versatility and Flexibility – Adapt your leadership style◦ Communication is key◦ How do your employees like to receive information◦ What methods of communication work best◦ How will the different generations perceive the information◦ Expand your communication strategy to include multiple

formats

Effective Generational Leadership

◦ Introduce formal mentoring◦ Increase knowledge transfer◦ Break down generation silos

◦ The Platinum Rule instead of the Golden Rule◦ Treat people how they want to be treated

◦ Make generational mix part of your organization’s diversity and leadership discussions

◦ Offer options and choices◦ Compensation vs. Benefits◦ Home office vs. Cubicle◦ Team environment vs. Individual projects

Leading Millennials

◦ Common Millennial Misconceptions◦ Not loyal, like to job hop◦ Over-confident◦ Not willing to pay dues◦ Lazy◦ Sponge off of baby boomers◦ Spoiled..sense of entitlement◦ Poor work ethic, not willing to work long hours◦ No respect for generations that came before them◦ Needy..want constant feedback

Leading Millennials

To understand the millennial generation, first we need to look at when and how they grew up

◦ The Millennial Upbringing◦ Children of the Baby Boomers

◦ Born during the rise of text and instant messaging

◦ Raised to be competitive and to never give-up

◦ Involved in multiple extracurricular activities, always on the go

◦ Parents supported them 100% in whatever they decided to do

◦ Received constant support from parents during soccer games, dance recitals, etc.

◦ Were congratulated when they won, encouraged and coddled when they didn’t

◦ Witnessed their parents work for the same organization for their entire careers only to be laid off during struggling economic times

Leading Millennials

◦ Stimulating, engaging, and pleasurable work

◦ Brand Identity

◦ Feeling of connection to their organization

◦ Geared to master a challenge and then move on to the next

◦ Multitasking

◦ Organization that is Tech Savvy…Innovation

◦ Clear career path and timing

◦ Learning and development opportunities

◦ Networking beyond traditional means

◦ Work-Life Balance

◦ Social Responsibility

◦ Regular Feedback

How to attract and retain Millennial leaders ?

So What’s Next

◦ Start the generational discussion◦ Include as part of diversity and leadership training◦ Bring the generations together in focus groups and project teams◦ Go directly to the source – find out what your employees want/need

◦ Revisit your Talent Management Strategy◦ Define your Employment Brand◦ Revise Recruitment Materials◦ Focus on Knowledge Transfer◦ Embrace Social Media◦ Introduce Entry-Level Development Programs and Internships

◦ Stay one step ahead◦ Solve not just for current generations but upcoming generations◦ Generation Z will begin entering the workforce in large numbers in the next 7

years◦ Members of Generation Z were born in the age of Social Media, introduced to

Facebook and Twitter at the earliest possible age

References

Dogan Gursoy, Thomas A. Maier, Christina G. Chi. Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27(3), 448-458.

Merril, M. (2004, August). Five generational differences shaping leadership. Merrill Associates. Retrieved from http://www.merrillassociates.com

Sessa, V. I., Kabacoff, R. I., Deal, J. & Brown, H. (2007). Generational Differences in Leader Values and Leadership Behaviors. The Psychologist-Manager Journal, 10(1), 47-74.

Thank You!

Contact:Quashan Lockett

201-632-1424Linkedin: www.linkedin.com/in/qlockett

Website: www.quashanlockett.comLockett.Quashan@gmail.com