Expectations of Generation Expectations of Generation Y: Y: Charting New Career Charting New Career Development Pathways for Development Pathways for the Next Generation the Next Generation Presented at CANNEXUS 12 Presented at CANNEXUS 12 January 23, 2012 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, Dr. Carolin Rekar Munro, CHRP, CTDP CTDP Associate Professor, Leadership & Associate Professor, Leadership & HR HR Royal Roads University, Victoria, Royal Roads University, Victoria,
22
Embed
Mentoring Needs and Expectations of Generation Y: Charting New Career Development Pathways for the Next Generation Mentoring Needs and Expectations of.
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Mentoring Needs and Expectations of Mentoring Needs and Expectations of
Generation Y: Generation Y: Charting New Career Development Charting New Career Development Pathways for the Next GenerationPathways for the Next Generation
Associate Professor, Leadership & HRAssociate Professor, Leadership & HR
Royal Roads University, Victoria, B.C.Royal Roads University, Victoria, B.C.
Our AgendaOur Agenda
1.1. Examine Generation Y profile.Examine Generation Y profile.
2.2. Explore research on mentoring needs and Explore research on mentoring needs and expectations of Generation Y’s.expectations of Generation Y’s.
3.3. Explore how we, in our professional Explore how we, in our professional capacity, can support and foster career capacity, can support and foster career development for the next generation.development for the next generation.
4.4. Create space to discuss application of Create space to discuss application of learning to our own practice.learning to our own practice.
Discuss the challenges and opportunities Discuss the challenges and opportunities you perceive as Generation Y enters the you perceive as Generation Y enters the workforce.workforce.
Be prepared to report back 1 key point from Be prepared to report back 1 key point from your group discussion.your group discussion.
Rekar Munro, C. (2010). Charting Workplace Rekar Munro, C. (2010). Charting Workplace Transitioning Pathways of Generation Y. Transitioning Pathways of Generation Y. Canadian Journal of Career DevelopmentCanadian Journal of Career Development
Purpose:Purpose:
To gain insight into the mentoring needs To gain insight into the mentoring needs and expectations of Generation - Y as they and expectations of Generation - Y as they enter the workplace and to propose enter the workplace and to propose recommendations to support their personal recommendations to support their personal and professional development.and professional development.
Research RoadmapResearch Roadmap
452 participants in the formative years of 452 participants in the formative years of their careers.their careers.
On-line surveys, focus groups, and one-on-On-line surveys, focus groups, and one-on-one interviewsone interviews
Employed quantitative and qualitative Employed quantitative and qualitative methods.methods.
Range of industries in unionized and non-Range of industries in unionized and non-unionized sectors.unionized sectors.
Emergent Themes from Analysis: Emergent Themes from Analysis: Words of Wisdom from Gen YWords of Wisdom from Gen Y
OrganizationalSupport
Proteges’Contributionsto Mentoring
Preferred Approachesto Learning and
Development
Goals to be Achievedthrough Mentoring
CompetencyToolkit of
Effective Mentors
DemographicProfile of
Effective Mentors
Mentor-ProtégéWorking
Relationships
Results
Small Group DiscussionsSmall Group Discussions
What research results are of interest to you What research results are of interest to you and your organization?and your organization?
How might these research results be useful How might these research results be useful in your own organizations?in your own organizations?
So…So…
What Now?What Now?
Developing & Sustaining a Culture of Developing & Sustaining a Culture of Social Responsibility for MentoringSocial Responsibility for Mentoring
What internal changes What internal changes should be made to should be made to accommodate accommodate mentoring?mentoring?
Are we prepared to Are we prepared to expend the resources?expend the resources?
Preparing our MentorsPreparing our Mentors
Blueprint for Training: Adult Learning Principles Progress Consultation Proactive Problem Solving Co-creating our Work Goal setting Learning How to Learn Networking Support Dev. Interdependence
Mentoring in ACTIONMentoring in ACTION
Mentorship Mapping
Experimentation: The Exploratory Lab
(Test-Reflect)
Personal Mission Statement (Goals & Action Strategies)
Guidelines for Enhancing Guidelines for Enhancing CommunicationCommunication
Contextualize learning: “the Big Picture” Contextualize learning: “the Big Picture” Provide realistic expectations of how they can add Provide realistic expectations of how they can add
value in the work worldvalue in the work world Explain WHY! What’s in it for them?Explain WHY! What’s in it for them? Engage in frequent and informal conversationsEngage in frequent and informal conversations Ask for their suggestions, insights, opinionsAsk for their suggestions, insights, opinions Involve them in new initiativesInvolve them in new initiatives Provide frequent and direct feedbackProvide frequent and direct feedback
CheckCheck
AssumptionsAssumptions
What language are we speaking???
Hone in on specific, concrete behaviours
(What does it look like?)
Support Support
New New Pathways for Pathways for
Effective Effective CommunicatCommunicat
ionion
Create space for Create space for intergenerational collaborationsintergenerational collaborations