CFDLS © 2012 Central Florida Diversity Learning Series 2012 Evaluation Summary of Session 5 on September 26 th Engaging Generations at Work: The Transformers Presenter: Ken Beller from Near Bridge Inc.
CFDLS © 2012 Central Florida Diversity Learning Series 2012 Evaluation Summary of Session 5 on September 26 th Engaging Generations at Work: The Transformers.
Dec 30, 2015
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CFDLS © 2012
Central Florida Diversity
Learning Series 2012
Evaluation Summary ofSession 5 on September 26th
Engaging Generations at Work:The Transformers
Presenter: Ken Beller from Near Bridge Inc.
CFDLS © 2012
EVALUATION DETAILS
A total of 24 evaluations were turned in, 15 of which were filled out by managers and 9 of which were filled out by individual contributors or employees. A total of 30 people attended the session.
The first 4 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5.
Questions 5-8 were open-ended with room to write in responses.
CFDLS © 2012
1. I understand what values define the Transformers generation (those born 1984-1995).
Based on 15 manager responses and 9 individual responses.
Managers’ total improvement: 59% IC’s total improvement: 100%
1 2 3 4 502468
101214
Managers
Pre
Post
1 2 3 4 50
2
4
6
8
Individual Contrib-utors
Pre
Post
CFDLS © 2012
2. I possess knowledge of how to avoid or resolve conflict that arises between individuals from the Transformers generation and those of other generations.
Based on 15 manager responses and 9 individual responses.
Managers’ total improvement: 49% IC’s total improvement: 77%
1 2 3 4 50
2
4
6
8
10
12
Managers
Pre
Post
1 2 3 4 50
1
2
3
4
5
Individual Contrib-utors
Pre
Post
CFDLS © 2012
Based on 15 manager responses and 9 individual responses.
Managers’ total improvement: 45% IC’s total improvement: 81%
3. I can make connections between the Transformers and other generations in ways that allow my organization to promote stronger inclusion.
1 2 3 4 50
2
4
6
8
10
12
Managers
Pre
Post
1 2 3 4 50123456
Individual Contrib-utors
Pre
Post
CFDLS © 2012
Based on 15 manager responses and 9 individual responses.
Managers’ total improvement: 67% IC’s total improvement: 105%
4. I know the best practices and methodologies for integrating values and individuals from the Transformers generation into my organization.
1 2 3 4 50
2
4
6
8
10
12
Managers
Pre
Post
1 2 3 4 50
1
2
3
4
5
Individual Contrib-utors
Pre
Post
CFDLS © 2012
Average Rating per Question(Managers and Individuals
Combined)
Question 1 Question 2 Question 3 Question 40.0
1.0
2.0
3.0
4.0
5.0
6.0
2.8 2.9 2.92.5
4.84.5 4.5 4.5
CFDLS © 2012
Total Percentage Improvement per Question
(Managers and Individuals Combined)
Question 1 Question 2 Question 3 Question 40%
10%
20%
30%
40%
50%
60%
70%
80%
90%
72%
58% 56%
79%
CFDLS © 2012
OPEN-ENDED ANSWERS5. What was your most significant
learning today?
Managers:
• Let go of fear.• Awareness about work life values for this generation and others.• Specifics of this generation’s values and what makes them tick. • Transformers need for power and empowerment. • Power Blocker and Drains, how to truly empower Transformers. • That Techticians and Transformers work well together. • Connections between Transformers and previous generations. • Learning the values of each generation is always interesting. • Excellent insights. Great and very useful information. • Too many points to note.
CFDLS © 2012
OPEN-ENDED ANSWERS5. What was your most significant
learning today?
Individual Contributors:
• Sociology not psychology – 80/20.• Power Drain Schematic (PDS).• Power and how to leverage it effectively. • All of it was valuable for work and personal life. • How this generation of Transformers use their gift of energy and
power. they can bring to organizations.
CFDLS © 2012
OPEN-ENDED ANSWERS5. What was your most significant
learning today?
Individual Contributors:
• Wow! An amazing session . Very vivid value population. • To work well with Transformers you must encourage results-oriented
work and allow them autonomy. • All was important.• We need to use understanding to connect and work with other value
populations.
CFDLS © 2012
OPEN-ENDED ANSWERS6. How will you use one or more of the tools
presented/ practiced today?
Managers:
• Implement some empowerment in workplace.• Share with team and work groups. • Be honest and challenge them with tasks and meet the associated
reward. • I have a team member who is a transformer and has cause conflict
with other team members. I will share this info. • The exercises will be used and shared. • Gearing work toward more inclusive conversation and empowerment.• Reverse mentoring. • All was excellent.
CFDLS © 2012
OPEN-ENDED ANSWERS6. How will you use one or more of the tools
presented/ practiced today?
Individual Contributors:
• In trainings. • Use PDS to redefine job responsibilities/expectations. • With my Transformers children. • Educating on the different generations. • Love the exercises – I can use these personally and professionally.• I will redefine the goals I have set for myself to further my own
personal happiness. • Share with my team and class participants. • I will strive to be more understanding with other generations.
CFDLS © 2012
OPEN-ENDED ANSWERS7. How might you integrate what you learned
about the Transformers into your organization’s D&I efforts?
Managers:
• Empowering others, more inclusion.• Increase awareness. • Utilize their ability to make a path where our organization may not see
one. • I would love to see the entire program made available @ Disney.
Sharing staff meetings with my cast, peers, and senior employees. • Increase awareness.
CFDLS © 2012
OPEN-ENDED ANSWERS7. How might you integrate what you learned
about the Transformers into your organization’s D&I efforts?
Individual Contributors:
• Inclusiveness of team’s ideas and appreciation of participation and sharing with leadership team.
• Student leadership seminars / daily practice. • We will look at benefits/rewards and work life balance. • Model the Believers within organization. • Empower interns to have more authority. • Look at structure of trainings and mentoring programs.
CFDLS © 2012
OPEN-ENDED ANSWERS7. How might you integrate what you learned
about the Transformers into your organization’s D&I efforts?
Individual Contributors:
• Continued education and awareness. Tools for communication and dialogue for leaders and direct reports.
• Empower Transformers to do what they do best and realize that rewards (monetary or career growth) are vital in recognition efforts for Transformers.
• Incorporating the information in our Diversity Session.
CFDLS © 2012
OPEN-ENDED ANSWERS8. Other comments: (usefulness of handouts,
quality of the presenters, facilitators, food, facilities, access, insights):
Managers:
• Great presentation, good visual aids and tools, good learning exercises.• Perfect location and useful handouts and videos relevant and well-tied
to topics. • Ken is very impactful in helping to expand the understanding of the
value populations!• This experience is amazing it should be global.• Handouts were very insightful. • Fabulous facilitator. Extremely knowledgeable. Engaging with there was
more time.
CFDLS © 2012
OPEN-ENDED ANSWERS8. Other comments: (usefulness of handouts,
quality of the presenters, facilitators, food, facilities, access, insights):
Individual Contributors:
• Great job!• It was all great. • Excellent videos, exercises. Some talking at the back table –
distracting.• Great, as always! Thank you for the great insight and inspirational
words! • Thank you Ken for a great session.
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