leading four generations in the workplace - aicpa global manufacturing conference
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Presentation to the AICPA Global Manufacturing Conference in NOLA The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different. Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.TRANSCRIPT
www.blionline.org
Leading Four Generations in the Workplace
Tom Hood, CPA,CITP, CGMA CEO of the Maryland Association of CPAs
and the Business Learning Institute
If there is a conversation about the future of the profession, you're bound to hear Hood's name mentioned as one of the people leading the way. – Accounting Today
Tom Hood, CPA, CITP, CGMA
! Named the Second Most Influential in Accounting
by Accounting Today Magazine 2013 ! Top 150 Influencer by Linked-In ! Top 25 Influencers in Learning & HR by HR
Examiner ! Top 25 Public Accounting Thought Leaders by
CPA Practice Adviser ! Working on Learning Management with AICPA/
CPA2Biz, Cloud Curriculum, Performance Management /XBRL, Leadership & Generations
CEO Maryland Association of CPAs (MACPA) www.macpa.org Business Learning Institute (BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/
Download today’s slides at … www.SlideShare.net/thoodcpa
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Why all the fuss?
7 out of 10
What is this all about?
• First time ever that we have 4 different generations in our workforce working together side-by-side
• Traditionalists, Boomers, Xers, and Millennials (Y’s) • Each of these generations were impacted by
various events that shape who they are and how they work
• We need to understand what motivates the various generations and how to work together
Common Workplace Conflicts • Conflicts frequently have generational issues as their
cause • “He is not committed to his job” • “She does not listen to my ideas” • “He has a poor work ethic” • “He does not follow direction” • “I can’t believe the way he/she dresses” • “She treats me like my parents” • “What do you mean I can’t work from home on
Friday’s” • “She does not listen to my ideas”
Consider the following:
“What happens when generations define success differently?” “How do the conflicting definitions of success affect how we motivate, coach and encourage in the workplace?”
When Miranda (Meryl Streep) tells Andy (Anne Hathaway) that she is like her, Andy walks away and happily tosses her
mobile phone into a fountain
The Devil Wears Prada
Danger Zone
Characteristics Traditionalists Born 1925-1945
Baby Boomers Born 1946-1964
Generation X Born 1965-1977
Millennials Born 1978 or after
Age Span 65 to 86 years old 46 to 64 years old 33 to 45 years old 32 or younger Traits Conservative
Believe in Discipline Respect for authority Loyal Patriotic
Idealistic Break the rules Time stressed Politically correct
Pragmatic Self-sufficient Skeptical Flexible Media/Info/Tech savvy Entrepreneurial
Confident Well-educated Self-sufficient Tolerant Team builders Soc ia l l y /po l i t i ca l l y conscious
Defining Events Great depression World War II Korean War
Vietnam War Woodstock Watergate
Missing children Latch Key Kids Computers in school
School shootings Terrorism Corporate scandals
To Them Work Is If you want a roof and food….
Exciting adventure Difficult challenge To make a difference
Work Ethic Loyal/dedicated Driven Balanced Eager but anxious Employment Goals
Retirement Second career Work/life balance Unrealistic
Education A dream Birthright Way to get to an end A given Communication Face to face Telephone Email IM/Text messaging Time at Work is defined
Punch clock Visibility Why does it matter if I get it done today?
Is it 5 PM? I have a life.
Most need in the workplace
Continued involvement past 65
Recognition! More information Praise and fun; or is that fun and praise?
Generation Gap or Generation Lap
In 1997, young people for the first time were recognized by adults as
being authorities on something truly
revolutionary – digital technology, interactive
media, and COLLABORATION.”
- Don Tapscott
Grown Up Digital
"The speed of change makes you uncomfortable on a regular basis," he
says. "That's so difficult for people who are paying mortgages, buying cars,
trying to give their kids the things they had, to get them through school. You want to feel confident in the last 15 years of your career that after 25 or 30 years of effort, it's just going to work," he says. "But it isn't so. And I
don't think you ever get over the fear of not knowing.”
– Doug Gould, Ad Exec
WSJ
Generation Gap or Lap?
In other words…
What got you here won’t
get you there
What’s Keeping young CPAs up at night? 1. Not enough ,me 2. Being reac,ve vs. proac,ve 3. Talent development 4. Keeping up 5. Growth (and opportunity) 6. Doing more with less 7. Informa,on overload
http://cpa.tc/54s
11 things young professionals want you to know 1. More collabora,on. 2. More transparency. 3. Encourage ini,a,ve. 4. Focus on strengths. 5. Expect the unexpected. 6. Take ,me to save ,me. 7. Look beyond the billable hour. 8. Engage your team in your vision. 9. Be realis,c. 10. Train your staff and expect
accountability. 11. Take a financial risk on leadership. http://cpa.tc/54r
The Research
ü Flexibility ü Team cohesion ü Collabora,on ü Supervisor support and
apprecia,on ü A clear career path ü Social responsibility
What do millennials want?
The Eight Net Gen Norms that will transform business, education and government
1. Freedom – The freedom to work when and where you want
2. Customization – My job my life 3. Scrutiny – I know what you did last night 4. Integrity – Be a good company to work
for 5. Collaboration – Teamwork 6. Entertainment – Work should be fun 7. Speed – Let’s make things happen now! 8. Innovation – Let me invent
We asked on June 25, 2013
MACPA Generational Symposium 1. Build cross-generational work
teams (collaborate, include, fun)
2. Communication & feedback 3. Involve in organizational
purpose 4. Define work-life success in
your organization 5. Embrace technology
Accounting Students
What do you want from your employer?
1. Flexibility & Work/Life Balance 2. Resources for Growth (training &
development) 3. Job Security 4. Diversity & Inclusion 5. Mentorship
Maria: Do you think members of Gen-Y have any millennial traits we can actually use to our advantage? Rich: This sounds strange, but hear me out. Our most positive trait is that we’re inexperienced. What I mean with that is, today’s world is a lot different from yesterday’s. Inexperience means rejecting the status quo, and that’s what innovation is. We’re not afraid to, it’s a very positive thing I guess. We’re not stuck in this rut for so many years. The second most important thing is adaptability. We’ve lived in this time of rapid change, especially growing up in the first decade of the millennium. We’re used to it, it’s how we live. Hopefully my taking a risk will inspire others to do something bold.
Generation Gap or Generation Lap
Source: Money Under 30
Tomorrow’s CPAs are: • Proactive • Flexible • Collaborative • Trustworthy • Future-focused • Balanced • Technological
Four Themes from MACPA Leadership Academy
1. Communication 2. Collaboration 3. Anticipation 4. Talent Development
http://cpa.tc/2u1
Resources
http://cpa.tc/2un
Generational friction is a result of a lack of understanding and consideration --
on all sides.���
Let's stop putting the generations into buckets. Conversation among the generations brings perspective on how we can work together.���
Attention, millennials: You can't connect the dots on your career path at the beginning. You can only do that with experience. Start working, add value, do
your best, then look for the doors that open for you along the way.���
Attention, everyone else: Millennials aren't selfish, uncaring job-hoppers. They just don't look at a job as a career until it helps them make a difference.
Research shows most millennials would prefer not to job-hop. They're just looking for a job that provides meaningful work and the right schedule.���
There's often not enough emphasis on the "life" in "work / life balance." You
have to attend life, too.���
New ways of working -- texting, social media, wearing earbuds in the office -- are management issues. If the work is getting done and the outcomes are
great, who cares how we got to that point?���
What happens when generations define "success" differently? How do the conflicting definitions of success affect how we motivate, coach and encourage
one another?
http://cpa.tc/58s
http://cpa.tc/4aa
Resources
CEOs have a new strategy in the unending war for talent. They are crea,ng more open and collabora,ve cultures — encouraging employees to connect, learn from each other and thrive in a world of rapid change. Collabora,on is the number-‐one trait CEOs are seeking in their employees. – IBM Global CEO Study 2012
“In order to buy-in, people have to
weigh-in.” - Pat Lencioni
The New Leadership Model “We are moving from
organizations well managed to
networks well led.” - Jim Collins
Five Ways to Dealing with Generations
• Power of Purpose & Alignment • Strengths & Positivity • Collaborate – What Do You Think? • Learning & Development – L>C • Technology
The Future is here, your move!
www.blionline.org
How can we help you keep your L>C?
• Strategy & Alignment • Curriculum tied to strategy • I2a Leadership Academy • BLI Leadership Express - on-
demand leadership support • Social learning In a period of rapid change and
increasing complexity, the winners will be those organizations who can keep their rate of learning greater than the rate of change
and greater than their competition. – Tom Hood
http://cpa.tc/32r
• Managing Intergenerational Conflict in the Workplace – Susan Hayword, MA, CHRP
• Mixing Four Generations in the Workplace – Cam Marston
• Grown Up Digital – Don Tapscott • Y-Size Your Business – Jason Ryan Dorsey
• For training on generational issues and other success skills – check out our catalog at www.blionline.org
Sources & References
Tom Hood, CPA.CITP CEO Maryland AssociaFon of CPAs Business Learning InsFtute (443) 632-‐2301 E-‐mail [email protected] Web hSp://www.macpa.org Web hSp://www.blionline.org Blog hSp://www.cpasuccess.com Blog hSp://www.blionline.org/blog
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