Valuing and Managing a Multi-Generational Department Idea-Pop 2011.

Valuing and Managing a Multi-GenerationalDepartment

Idea-Pop 2011

…with inspiration from AARP

Caveats & Warnings• Generalizations abound• Session is designed to get us thinking and

talking

The multi-generational workforce (2011 U.S. BLS data estimates)

• World War II Generation– born before 1945

• (5%)

• Baby Boom Generation– born 1946 – 1964

• (38%)

• Generation X– born 1965 – 1980

• (32%)

• Millennial Generation– born 1980-2000

• (25%)

How multi-generational is University 101 / NRC (spring 2011 semester )?

• World War II Generation– Born before 1945

• (0%)

• Baby Boom Generation– Born 1946 – 1964

• (22.5%)

• Generation X– Born 1965 – 1980

• (38.7%)

• Millennial Generation– born 1980-2000

• (38.7%)

World War II Generationb. before 1945

• Seminal events – Hindenburg tragedy– Disney releases Snow White– Pearl Harbor, World War II– Jackie Robinson joins major league baseball

• Compelling Messages– Make do or do without– Stay in line– Sacrifice– Consider the common good

• Popular technology in their era– Radio

Baby Boom Generationb. 1946-1964

• Seminal events – Birth control pills introduced– President Kennedy assassinated– Neil Armstrong walks on the moon– Woodstock– Women’s liberation demonstrations

• Compelling Messages– Be anything you want to be– Your can change the world– Live up to expectations

• Popular technology in their era– Television

Generation Xb. 1965-1980

• Seminal events – Tandy and Apple market PC’s– Three Mile Island accident– John Lennon killed– AIDs identified– Berlin Wall falls

• Compelling Messages– Don’t count on it– Get real– Take care of yourself– Always ask “why?”

• Popular technology in their era– Personal computer

Millennial Generationb. 1980 - 2000

• Seminal events – Nelson Mandela released– Princess Diana dies– Columbine High School shootings– World Trade Center attacks– Hurricane Katrina

• Compelling Messages– You are special– Achieve now!– Connect 24/7– Serve your community

• Popular technology in their era– The internet

Is your department “generations-friendly?”

? ? ?

Multiple Generations in Your Department

A quick quiz…

To which of these statements can

you answer “yes”

Assets, Motivators, and Rewards

Assets Motivators Rewards

WWIIGeneration

experience, dedication, stability, loyalty, maturity

connect actions to the overall good of the department

tangible symbols of loyalty, commitment and service (plaque, certificate)

Baby Boomers

service orientation,team perspective, experience,knowledge

leaders who get them involved and show them how they can make a difference

personal appreciation,promotion, andrecognition

Generation Xadaptability, techno-literacy, creativity, willingness to buck system

the ability to get the job done on their own schedule

free time, upgraded resources, opportunities for development, resume building recognition

Millennialsoptimism, collective action, ability to multi-task, tech savvy

connecting actions to their personal and career goals

awards, certificates, tangible evidence of credibility

What drives them crazy about managers?

WWIIGeneration

Seem too touchy-feely, are indecisive, worry about making unpopular decisions, use profanity and slang, use experimental, trendy management style, are disorganized

Baby Boomers

Are not open to input, are bureaucratic, send a “my-way-or-the-highway” message, are brusque, don’t show interest, practice one-upsmanship

Generation XMicro-manage, don’t walk the talk, spend too much time on process and too little on results, are flashy, are bureaucratic, schmooze

MillennialsAre cynical and sarcastic, treat them as if they are too young to be valuable, are threatened by their technical savvy, are condescending, and are inconsistent and disorganized

Is your department “generations-friendly?”

The more statements that match behavior

in your department, the more your

departmentis

likely to be“generations-friendly”

?

Ideas / examples to share ???

Benefits of the Multi-generation Work Team

• Can attract and retain talented people of all ages

• Is more flexible• Decisions are stronger because they are

broad-based and reflect multiple perspectives• Is more innovative and creative• Can meet the needs of a diverse public and

can relate more effectively

Building Healthy Relationships

• Learn about people’s passions• Get over yourself• Listen to their stories• Make connections• Avoid assumptions • Set people up to win and to

be smart

--- from Brilliance by Design: Creating Learning Experiences That Connect, Inspire, and Engage, by Vicki Halsey , Berrett-Koehler Publishers (2011)

6 principles for managing generations

• Initiate conversations about generations– No assumptions, no

judgments

6 principles for managing generations

• Initiate conversations about generations– No assumptions, no

judgments

• Ask people about their needs and preferences– Again, no assumptions

6 principles for managing generations

• Initiate conversations about generations– No assumptions, no judgments

• Ask people about their needs and preferences– Again, no assumptions

• Offer options whenever possible– Consider diverse needs

6 principles for managing generations

• Initiate conversations about generations– No assumptions, no judgments

• Ask people about their needs and preferences– Again, no assumptions

• Offer options whenever possible– Consider diverse needs

• Personalize your style– Find creative ways to meet

varied expectations

6 principles for managing generations • Initiate conversations about

generations– No assumptions, no judgments

• Ask people about their needs and preferences– Again, no assumptions

• Offer options whenever possible– Consider diverse needs

• Personalize your style– Find creative ways to meet

varied expectations

• Build on strengths– Recognize uniqueness of

individuals

6 principles for managing generations • Initiate conversations about

generations– No assumptions, no

judgments

• Ask people about their needs and preferences– Again, no assumptions

• Offer options whenever possible– Consider diverse needs

• Personalize your style– Find creative ways to meet

varied expectations

• Build on strengths– Recognize uniqueness of

individuals

• Pursue different perspectives– Move beyond tolerating

differences to embracing them

What? So what? Now what?

Work Cited (or ripped off)

Leading a Multigenerational Workforce

http://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdfRetrieved 4/26/2011