leading a successful multigenerational organization ......leading a successful multigenerational...

Leading a Successful

Multigenerational Organization

Intergenerational Leadership

Presented by

David Rubenstein, FACHE

Major General, US Army (Retired)

Past Chairman, American College of Healthcare Executives

Clinical Associate Professor of Health Administration, Texas State University

A discussion with attendees of the Texas State University

Health Information Management Spring Conference

25 April 2014 [email protected]

210-845-8321



“The short story is this:

at least three generations can be found

in most workplaces, which not only is a

potential source of workplace friction,

but also a real puzzle for leaders, HR,

brand marketers, and talent management

pros looking to humanize brands.”

Meghan M Biro, forbes.com

Why are we here?

http://www.forbes.com/sites/meghanbiro/2012/05/28/5-leadership-toys-for-the-multigenerational-workplace-sandbox



“You can’t stereotype an entire group,

but, certainly, there is evidence that there

are trends that are very different in terms

of the attitudes toward work and outside

of work.”

Lois Rubin, Unilever Foods

A caveat

www.grc.nasa.gov/www.diversity


Multigenerational Organization The grandpa box

http://www.theroadscholars.com/sean/generational-differences-in-the-workplace.html



http://www.newmediaandmarketing.com/the-millennial-generation

2015 age pyramid

Boomers: 51-69 (74Mil)

Millennials: 19-37 (83Mil)

Gen-X: 38-50 (52Mil)


Multigenerational Organization Generations in the workforce

http://www.policemag.com/channel/patrol/articles/2011/02/workplace-communication/page/2.aspx


Multigenerational Organization Silly(?) intergenerational issues

http://www.evolllution.com/opinions/serving-the-next-generation-workforce/

Millennials


Multigenerational Organization A few questions

How does [ ] want feedback?

What kind of reward does [ ] prefer?

What does [ ] look for in an employer?

How long will [ ] stay in a position?

How is [ ] stereotyped?


Multigenerational Organization Johari Window



We know You know

I know Unknown

Things you know

about my generation

that I don’t know

about my generation

Johari Window and generations

Things you know

about my generation

and I know

about my generation

Things you don’t know

about my generation

and that I don’t know

about my generation

Things I know

about my generation

that you don’t know

about my generation



We know

You know

I know

Unknown

Johari Window and generations


Multigenerational Organization Environmental influencers

http://carlajbehr.hubpages.com/hub/Customer-Service-Made-Easy

Greatest Generation

Great Depression, WWII, Korean War

Baby Boomers

Berlin Wall, JFK/MLK/RFK, Watergate, Vietnam

Generation – X

Berlin Wall, Challenger, OJ Simpson, 1st Gulf War

Millennials

School shootings, OKCity, 9/11, Corporate Scandals


Multigenerational Organization Generational characteristics

Career Goals:

Stellar career

Portable career

Parallel careers

Rewards:

Money, title, corner office

Freedom = best reward

Meaningful work

Childhood:

Indulged

Alienated

Protected

Work is:

Exciting adventure

Difficult challenge

A means to an end

Feedback:

Annual & documented

“Sorry, but how am I doing?”

On demand at push of a button

GENERATIONAL IMPACT

TO TALENT ACQUISITION

Crystal Kohanke, PHR

Vice President, Human Resources CHRISTUS Health


Multigenerational Organization Key considerations

• Recruiting is Marketing!

• WIIFM (What’s in it for me?)

• Tailor messages to each target group

• Candidates have choices.

• Recruiting with a single voice, limits you


Multigenerational Organization Recruiting Tactics:

Baby Boomers

“You are valued, you are needed”

• Want to make a real impact before they retire.

What can they do that is significant?

• Security, career opportunities, upward mobility

and status.

• They are loyal and easy to entice and retain with

traditional HR tools of promotion, salary and status



“Do it your way, forget the rules”

• Skeptical of offers for security or long-term

commitments. Don’t have heroes

• Excited by the chance to earn based on what

they do rather what they are told they should earn

• Direct and to the point and expected to be

treated that way

• Offer them money, stock options and a chance

have autonomy

Recruiting Tactics:

Generation X



“You will work with bright creative people”

•Knowledge is wealth, learning is key

•Respect leaders (not necessarily authority) and

want someone to look up to

•Flexibility - opportunity to take long periods of time

(without pay) to travel or do community service

• Team players, project or group focused work

that has measurable outcomes

•Flexibility, informality, diversity

Recruiting Tactics:

Gen Y / Millennials


Multigenerational Organization Eight important issues

Older workers’ experience is underutilized.

Younger employees reject ‘Boomer’ hours.

Not all healthcare workers embrace technology.

Generations baffle and annoy each other.

American Hospital Association’s H&HN Magazine, November 2013



Millennials have a lack of real-world experience.

Millennials crave instant acknowledgement.

Mass advertising fails to fill jobs.

Too few young staff are aiming for leadership.

American Hospital Association’s H&HN Magazine, November 2013

Eight important issues


Multigenerational Organization PFC Dwayne Turner

M

I

S

S

I

O

N


Multigenerational Organization SPC Monica Brown

V

I

S

I

O

N


Multigenerational Organization PFC Stephen Tschiderer

V

A

L

U

E

S



Intergenerational Leadership

Presented by

David Rubenstein, FACHE

Major General, US Army (Retired)

Past Chairman, American College of Healthcare Executives

Clinical Associate Professor of Health Administration, Texas State University

A discussion with attendees of the Texas State University

Health Information Management Spring Conference

25 April 2014 [email protected]

210-845-8321

leading a successful multigenerational organization ......leading a successful multigenerational...

Documents