A short introduction to "Tapping into the Power of Multiple Generations in the workplace."
TRANSCRIPT
The Power of Multiple GenerationsTwitter.com/LindaDeLucawww.Azione-Scopo.com
www.LinkedIn.com/in/LindaDeLuca
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I would like to introduce you to the power of multiple generations Thank you for allowing me to share this introduction with you. I call it an introduction because there is only so much I can get through in this short presentation. I’ve taken material from a 2 day workshop created by a business partner, Deb Denis and myself. I hope this will be of value to you.
about me
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But first, a little about me
Me
avatar
Linda DeLuca
grew up here…
received my education here, here, and here…
Deb Denis ConsultingDeb Denis Consulting
I collaborate, partner, and work with these organizations…
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I collaborate, partner, and work with these organizations
I engage, participate, and connect here…
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I engage, participate, and connect here…
I am founder and president here…
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I am founder and president here… Where we inspire action with purpose (for the curious ones…Azione Scopo is Italian for action with purpose)
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My mission with this presentation is to accomplish one thing and that is….
awarenessawareness
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…to increase your awareness of generational strengths to learn something about them you might not have known before. Because increased awareness leads to Change of thought which leads to Enhanced Feelings which lead to Purposeful actions which lead to Effective results
traditionalistages 64-87
boomerages 45-63
gen Xages 29-44
gen Yages 9-28
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Here are our 4 generations currently in the workforce
traditionalistages 64-87
boomerages 45-63
gen Xages 29-44
gen Yages 9-28
generational voices
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The best way I know to influence your awareness, thoughts, feelings, and actions is to get you involved! Here’s how it works: Each person will read aloud their “line” from the script (provided to you at the door). Feel free to reach down and be creative! Now is your chance to be the actor you’ve always wanted to be! After your delivery, I’ll ask the group to identify which generation you are portraying. …. Now that we’ve been introduced to a little about the generational perspectives…
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You may be asking….How will this help me?
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Because the secret to tapping into multigenerational strengths …..
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Is to throw out the golden rule which is to …do unto others as you would have them do unto you…
Do unto others keeping their preferences in mind.
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And follow the platinum rule: “do unto others….keeping their preferences in mind.”
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Why do we need to understand others’ preferences? Because our preferences, views, and expectations about work are based on our values our values were established mostly around our formative years (that being your preteen and teen years) So it is important to understand what influenced each generation in these formative years
gen·er·a·tion [jen-uh-rey-shuh n] –noun
1. a group of individuals born and living at the same time
2. A group of generally contemporaneous individuals regarded as having common cultural or social characteristics and attitudes
3. group of individuals, most of whom are the same approximate age, having similar ideas, problems, attitudes, etc.
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What defines a generation? Is it age? Hierarchy? common cultural or attitudes?
Age ≠
Generation
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I invite you to consider that Age does not (necessarily) equal generation Age ranges are guidelines.
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No magic birth date makes you part of a generation
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generational personalities go much deeper.
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Common experiences People Places Events And geography and culture All influence generational personality
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And though this may be what you think we are going to do, Please keep in mind….
generalization
•
Flexible
•
Does not apply to everyone
•
Guideline/way to begin to understand others
stereotype
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Rigid
•
Applies to everyone in the group
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The only way we’ll ever build bridges (with generations or any other diversity category) is to STOP stereotyping and get to know WHO these generations really are and why they are that way. To do this we will generalize not stereotype As we describe the generations, please take this opportunity not to stereotype the generations, but to learn something about them you might not have known before.
Traditionalist8%
Baby Boomer44%
Gen X34% Gen Y
14%
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For the first time in history, 4 generations work side by side in many organizations and range from world war 2 to World Wide Web All bring different experiences, perspectives, expectations, work styles and strengths to the workplace
What Generation Am I?
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Let’s do a little experiment…. Based on those few bits of information… What generation would you place yourself in?
Generational Profiles
demographics influences
work preferences strengths
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For each generation, we will look at……. Their demographics The influences in their lives Their work preferences And the strengths they bring to the workforce
traditionalistages 64-87
In a word (or few)
PatrioticHard-workingLoyal
demographicsBorn 1922 –
194575 million8% of workforce
influencesFDRJohn WaynePearl HarborMidwayPost depressionWorld War II
work preferencesLeadership: Fair, consistent, clear, direct, respectful
Outlook: Practical
Work ethic: Dedicated
strengthsHard working stableloyalthorough, detail-oriented focusedemotional maturity
boomerages 45-63
In a word (or few)
IdealisticCompetitive
demographicsBorn 1946 –
196480 million44% of workforce
influencesMLKGloria SteinemWoodstockWatergateTelevision explosive consumerismWomen’s and human rights
work preferencesLeadership: treat as equals, warm & caring, mission-
work preferencesLeadership: Direct, Competent, Genuine, Informal, Reliable, Results-
oriented, Supportive of learning opportunities
Outlook: Skeptical
Work ethic: Balanced
strengthsIndependentAdaptableCreativeTechno-literateWilling to challenge status quo
gen Yages 9-28
In a word (or few)
RealisticSmart
Tech-Savvy
demographicsBorn 1981 –
200076 million14% of workforce (and growing)
influencesFamily / parentsColumbine9/11Information: whatever, wherever, wheneverBorn Digital
work preferencesLeadership: motivational, collaborative, positive, educational, organized, achievement-oriented, able to coach
Outlook: Hopeful
Work ethic: Determined
strengthsOptimisticAble to multitaskTenaciousTechno-savvyDriven to learn and growTeam-orientedSocially responsible
Your Generational Profile
(select A,B,C, or D on each of the following 10 slides)
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Now…what is YOUR generational profile? Take out a piece of paper. I have 10 categories For each category (slide) select one answer: A B C or D Ready?
1. Work Ethic
A.Dedicated
B. Driven
C. Balanced
D. Determined
2. View of Work
A. Hard work is good in itself
B. Meet or surpass one’s own expectations of success
C. Work considered self-
fulfillment
D. Work synonymous with continuous learning and change
3. Work / Life Balance
A. Very interested in flexible hours
B. Is this workaholic lifestyle worth it? Are the rewards worth the cost?
C.Balance is very important. Willing to sacrifice to it but only occasionally.
D. Choose better lifestyle over promotion
4. View of Authority
A.Respectful
B. Love / hate
C. Unimpressed
D. Polite
5. Leadership by
A.Hierarchy
B. Consensus
C. Competence
D. Pulling together
6. On Teamwork
A. Not in it for individual recognition. Work is done in proximity to one another.
B. Everyone works until all the work is finished. Long / hard hours. Committed to each other.
C. Teams are not defined by proximity; each person has a unique role.
D. What will I get out of this team?
7. View of Change
A. Get it over with
B. Create it
C. Make it work for you
D. Inevitable and increasing in pace
8. Career A.Fair wageStable employmentSecure retirement
B. Competitive wageStable employment in meaningful workComfortable and “interesting”
retirement
C.WealthWork-life balanceEarly Retirement
D. Wealth accumulation opportunitiesIndulge interests and curiositiesExpect to work in retirement
9. About feedback
A. No news is good news
B.Feedback once a year with lots of documentation
C.Lots of positive feedback, frequently
D.Instantaneous and constant feedback
10. MotivationA. Let me know my experience is valued and provide stability and security where possible.
B. Promote and support lifelong learning, give me public recognition and provide visible perks.
C. Support me in staying on the forefront of technology, provide continuous training, opportunities to work with diverse teams.
D. Provide me with opportunities to contribute, collaborate, and engage. Listen to my ideas, coach me.
A B
C D
Totals
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Add up your total A’s, B’s C’s and D’s Notice where you had the highest number
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Which “generational personality” has the highest number? Did you have numbers in more than one generation? Are you surprised at the result of your assessment? Are you in a generation other than what your age would dictate?
Learn from one another, not become another
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What’s next? if you are having what you feel is a generational conflict or misunderstanding at work, consider that the person’s age is just a guideline and my not truly represent their preferences. Also, consider using a colleague of that same generation as a sounding board before you take any action. Learn from one another…
FEEDFORWARD
Let go of the pastListen to suggestions without judging
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Take action right now….. Use the power of the generational strengths within your team or organization! FEEDFORWARD REPLACES FEEDBACK There is a fundamental problem with all types of feedback: it focuses on a past, on what has already occurred – not on the infinite variety of opportunities that can happen in the future. As such, feedback can be limited and static, as opposed to expansive and dynamic. (Developed by Marshall Goldsmith)
FEEDFORWARD in Action
Role 1 Goal: Learn As Much As You Can•
Describe the generational situation want to change•
Ask for feedforward•
Listen, take notes, say “Thank you”
Role 2 Goal: Help As Much As You Can•
Ask what they would like to change•
Provide 2 feedforward suggestions•
Say “Your welcome”
Make The Commitment!
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Select one suggestion from your FeedForward activity. Make the commitment to take action: I ______{state name} promise to take action on one of these suggestions within the next week
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