Leading a Cross-Generational Team Leading a Cross-Generational Team Presented by: Marilyn J....

Leading aCross-Generational

Team

Leading aCross-Generational

TeamPresented by:

Marilyn J. CorriganLeadership and Communications Consultant

Presented by:


After participating in this program,you should be able to:

After participating in this program,you should be able to:

• List some of the unique characteristics of each generation• List some of the unique characteristics of each generation

• Develop ways to communicate more effectively with multiple generations

• Develop ways to communicate more effectively with multiple generations

• Identify the training preferences of each generation

• Identify the training preferences of each generation

• We need to learn to work with this diversity on teams as well as with individuals

• We need to learn to work with this diversity on teams as well as with individuals

• We want to understand how each generation communicates

• We want to understand how each generation communicates

General Challenges in Bridging Across Generations


• We need to clarify the values of each generation to be able to understand how to motivate and recognize individuals

• We need to clarify the values of each generation to be able to understand how to motivate and recognize individuals





• Many are living and working longer or seeking part-time work as retirees• Many are living and working longer or seeking part-time work as retirees

• Learning to manage the differences can increase our ability to optimize the people resources during these times of change

• Learning to manage the differences can increase our ability to optimize the people resources during these times of change

“Matures” / Traditionals / WWII “Matures” / Traditionals / WWII

Born before 1945 (age now 60+)

Tom Brokaw calls themthe “Greatest Generation”

Approximately 75 million

Born during hardship or war – things were scarce for them

Born before 1945 (age now 60+)

Tom Brokaw calls themthe “Greatest Generation”


Born during hardship or war – things were scarce for them

Many approaching retirementor are retired - still active

Some continue working reduced hours

Seek ways toserve others

Many approaching retirementor are retired - still active

Some continue working reduced hours

Seek ways toserve others


Leadership style -command and control

Career focus - job security

Communication media - original focus was the radio

Communication preferencein organization - chain of command

Leadership style -command and control

Career focus - job security

Communication media - original focus was the radio

Communication preferencein organization - chain of command


Societal eventsthat impacted them:

The GreatDepression, The New Deal, World War IIand the Cold War


The GreatDepression, The New Deal, World War IIand the Cold War


Traits include:

loyal, patriotic, fiscally conservative and faithful to institutions, hardworking, high service, "grocery store in basement"

Traits include:

loyal, patriotic, fiscally conservative and faithful to institutions, hardworking, high service, "grocery store in basement"


Baby Boomers“Boomers”


Born 1946-1964(Age now is 40 - late 50s)

Approx. 80 million(30% of the population)

Parents referred to as the "Greatest Generation"

Many faced competition for jobs

Born 1946-1964(Age now is 40 - late 50s)

Approx. 80 million(30% of the population)

Parents referred to as the "Greatest Generation"

Many faced competition for jobs



Showed loyalty to employers and played the game to get ahead

Pushed for change - political activists

Showed loyalty to employers and played the game to get ahead

Pushed for change - political activists



“Me” generation - able to focus on self

Women in this generation had opportunities available to pursue education and careers

“Me” generation - able to focus on self

Women in this generation had opportunities available to pursue education and careers



Leadership style - participatory

Career focus: job security - build a stellar career

Communication media - television

Communication preferencein organization - diplomatic approach

Leadership style - participatory

Career focus: job security - build a stellar career

Communication media - television

Communication preferencein organization - diplomatic approach



Societal events that impacted them:

Economic Prosperity, Recession, Vietnam, Watergate, Human Rights Movements, Television


Economic Prosperity, Recession, Vietnam, Watergate, Human Rights Movements, Television



Traits include:

Optimistic, competitive, questioners of authority, idealistic, team players, pushed for changeof status quo

Traits include:

Optimistic, competitive, questioners of authority, idealistic, team players, pushed for changeof status quo

Generation XersGeneration Xers

Born 1965-1980(age now is late 20s - early 40s)

Approximately 46 million (16% of the population)

Work isn't the #1 thing in their lives

Typically self-reliant and entrepreneurial

Born 1965-1980(age now is late 20s - early 40s)

Approximately 46 million (16% of the population)

Work isn't the #1 thing in their lives

Typically self-reliant and entrepreneurial

More likely to leavefor more challenging job

To motivate, involve in the decision-making process

Self reliance (latchkey children)

More likely to leavefor more challenging job

To motivate, involve in the decision-making process

Self reliance (latchkey children)


Leadership style:participatory and collaborative

Career focus:career security

Leadership style:participatory and collaborative

Career focus:career security



Communication media - cable/satellite TV,cell phones,personal computer

Communicationpreference - self-command

Communication media - cable/satellite TV,cell phones,personal computer

Communicationpreference - self-command



Personal computers, blended/brokenfamilies, AIDS, End of Cold War, violence (safety issue), Challenger disaster, missing children on milk cartons, MTV


Personal computers, blended/brokenfamilies, AIDS, End of Cold War, violence (safety issue), Challenger disaster, missing children on milk cartons, MTV


Traits include:

skeptical, resourceful,self-reliant, distrustful of institutions, adaptive, "outside the box" thinker, technology savvy

Traits include:

skeptical, resourceful,self-reliant, distrustful of institutions, adaptive, "outside the box" thinker, technology savvy

Born 1981- 1999(toddler to early twenties)


They are on fast forwardwith high self-esteem

Eager to learn as much as possible

Born 1981- 1999(toddler to early twenties)


They are on fast forwardwith high self-esteem

Eager to learn as much as possible

MILLENNIALS(Generation Y, Echo Boom)


Focus on collaboration and participation in decisions

Reject confines of rigid job descriptions

Concerned aboutwork/life balance

Enjoy questioning everything

Focus on collaboration and participation in decisions

Reject confines of rigid job descriptions

Concerned aboutwork/life balance

Enjoy questioning everything



Career focus: build parallel careers

Communication media - reality TV, cell phones, Pagers, Internet

Communication preference - collaborate

Career focus: build parallel careers

Communication media - reality TV, cell phones, Pagers, Internet

Communication preference - collaborate




Fall of the Berlin Wall, Expansion of Technologyand the Media, Mixed economy, Drugs and Gangs, violence in the workplace


Fall of the Berlin Wall, Expansion of Technologyand the Media, Mixed economy, Drugs and Gangs, violence in the workplace



Traits include:

realistic, globally concerned, cyber literate, pragmatic,media savvy, confident, civic-minded, appreciation of diversity, short attention span, e-learners

Traits include:

realistic, globally concerned, cyber literate, pragmatic,media savvy, confident, civic-minded, appreciation of diversity, short attention span, e-learners



Born on cusp of two generations – positioned right between 2 generations

Some identify with one generation and others have characteristics of both

Born on cusp of two generations – positioned right between 2 generations

Some identify with one generation and others have characteristics of both

“CUSPERS”“CUSPERS”

3 groups:

1. Traditionalists/Baby Boomers (born 1940-1945)Value the work ethic of the Traditionalists and also get excited about challenging the status quo

3 groups:

1. Traditionalists/Baby Boomers (born 1940-1945)Value the work ethic of the Traditionalists and also get excited about challenging the status quo


2. Baby Boomers/Generation Xers (born 1960-1965)

Saw success of the Boomers,but experienced the recession

Computers in school cameafter their graduation

2. Baby Boomers/Generation Xers (born 1960-1965)

Saw success of the Boomers,but experienced the recession

Computers in school cameafter their graduation


3 groups:

3.Generation Xers/Millennials (born 1975-1980)May combine the skepticism and optimism, technology comfort helped with the information highway

3 groups:

3.Generation Xers/Millennials (born 1975-1980)May combine the skepticism and optimism, technology comfort helped with the information highway


Created by life

experiences

Created by life

experiences


Unique perspective and flexibility - may help bridge two generations

Some become naturals at mediating, translating and mentoring

May experience tensions that others don't have i.e. loyalty vs. adaptability

May spot trends first

Unique perspective and flexibility - may help bridge two generations

Some become naturals at mediating, translating and mentoring

May experience tensions that others don't have i.e. loyalty vs. adaptability

May spot trends first


ExerciseExercise

Generation SituationsGeneration Situations

Communicating with TraditionalistsCommunicating with Traditionalists

Communication TipsGenerational Differences


ActionCreate flexible workBring in as contract

workersOffer top-notch

retrainingConnect to communityMake accommodations

ActionCreate flexible workBring in as contract

workersOffer top-notch

retrainingConnect to communityMake accommodations

ReasonTalent is scarce

Want recognition as sages

Lifelong learning mantra

Want to helpLimitations of aging

ReasonTalent is scarce

Want recognition as sages

Lifelong learning mantra

Want to helpLimitations of aging

Communicating with BoomersCommunicating with Boomers



ActionProvide new experiences

Develop sabbaticalsProvide skill

reassessmentCreate group situations

ActionProvide new experiences

Develop sabbaticalsProvide skill

reassessmentCreate group situations

ReasonClose to burn out

Crave rejuvenation

Ready for career shift

Enjoy group process

ReasonClose to burn out

Crave rejuvenation

Ready for career shift

Enjoy group process

Communicating with GenXersCommunicating with GenXers



ActionSet expectations

Involve them

Tell them what’s rightDirect style

Link to lateral opportunities

ActionSet expectations

Involve them

Tell them what’s rightDirect style

Link to lateral opportunities

ReasonConnect to big picture

Want to try their approach

Crave feedbackDislike sugar coating

Like to multi-task

ReasonConnect to big picture

Want to try their approach

Crave feedbackDislike sugar coating

Like to multi-task

Communicating with MillennialsCommunicating with Millennials



Action

Use teamwork

Focus on career paths

Use technology

Action

Use teamwork

Focus on career paths

Use technology

ReasonHigh group

socializationHigh interest

Comfortable with it

ReasonHigh group

socializationHigh interest

Comfortable with it

The generations request feedback in very different ways:


FEEDBACK PATTERNSFEEDBACK PATTERNS

Traditionalist – “No news is good news.”

Traditionalist – “No news is good news.”




Baby Boomers – “Once a Year.”Baby Boomers – “Once a Year.”




Generation Xers – “So, how am I doing?”

Generation Xers – “So, how am I doing?”




Millennial -- “With the push of a button.”

Millennial -- “With the push of a button.”

In Generation X by Bruce Tulgan, he describes the FAST acronym

In Generation X by Bruce Tulgan, he describes the FAST acronym


Frequent – provide feedback every time Xers complete a tangible result

Accurate – double check yourself before you praise or critique Xers’ work

Specific -- focus your evaluation on details and provide guidelines for improvement

Timely -- Give feedback immediately while your comments still seem relevant

Frequent – provide feedback every time Xers complete a tangible result

Accurate – double check yourself before you praise or critique Xers’ work

Specific -- focus your evaluation on details and provide guidelines for improvement

Timely -- Give feedback immediately while your comments still seem relevant

Traditionalists - carries a stigmaBaby Boomers - puts you behindGen Xers -is necessaryMilennials - part of my daily routine

Traditionalists - carries a stigmaBaby Boomers - puts you behindGen Xers -is necessaryMilennials - part of my daily routine

Why Employees May Leave(Job Changing Attitudes):

Why Employees May Leave(Job Changing Attitudes):

Retention is finding the right mix of financial, personal and cultural factors that produce a sense of fit, loyalty and opportunity.

Retention is finding the right mix of financial, personal and cultural factors that produce a sense of fit, loyalty and opportunity.

Retention strategiesfor the generations:Retention strategiesfor the generations:

Traditionalists - develop loyalty to clients / customer, amount of time off

Traditionalists - develop loyalty to clients / customer, amount of time off

Baby Boomers - want to make a difference, idealism quality, open to having a mentor

Baby Boomers - want to make a difference, idealism quality, open to having a mentor


Gen Xers - desire autonomy, developing skills, experiences, good schedule, time off

Gen Xers - desire autonomy, developing skills, experiences, good schedule, time off


Millennials - want clear direction and abilityto take part,stimulatinglearningopportunities

Millennials - want clear direction and abilityto take part,stimulatinglearningopportunities


Matures - Traditional Matures - Traditional

Leadership Preference (Giving Direction)• Gives clear instructions and expects acceptance of them

•Expects chain of command to be respected

Leadership Preference (Giving Direction)• Gives clear instructions and expects acceptance of them

•Expects chain of command to be respected

Followership Preference (Receiving Direction)Followership Preference (Receiving Direction)


• Respect for authority

• Accepts assignments with limited questioning

• Respect for authority

• Accepts assignments with limited questioning

Communication Sources

Radio, newspapers, newsreels in

theaters


Radio, newspapers, newsreels in

theaters


Baby BoomersBaby Boomers

Leadership Preference (Giving Direction) • Participatory

• Team Approach

Leadership Preference (Giving Direction) • Participatory

• Team Approach

Followership Preference (Receiving Direction)

• Inclusion with others

• Seeks approval from others


• Inclusion with others

• Seeks approval from others



Television, newspapers,

radio


Television, newspapers,

radio


XersXers

Leadership Preference (Giving Direction) • Results oriented

• Avoids micro-managing

• Direct communication style

Leadership Preference (Giving Direction) • Results oriented

• Avoids micro-managing

• Direct communication style

XersXersFollowership Preference (Receiving Direction)Followership Preference (Receiving Direction)

• Individual participation (autonomy) • Prefer involvement in decision-making• Want frequent feedback• Work well with latest technology

• Individual participation (autonomy) • Prefer involvement in decision-making• Want frequent feedback• Work well with latest technology

XersXers


Cable/satellite television,

cell phones, computer


Cable/satellite television,

cell phones, computer

MILLENNIALSMILLENNIALS

Leadership Preference (Giving Direction)

• High expectations of self and others

• Want to be respected for knowledge

• Collaborative style

Leadership Preference (Giving Direction)

• High expectations of self and others

• Want to be respected for knowledge

• Collaborative style


• Work with technology

• Multitask

• Want structure and clear direction


• Work with technology

• Multitask

• Want structure and clear direction



Reality television, cell phones,

pagers, internet


Reality television, cell phones,

pagers, internet


1. Be aware of differences• Understand the generational patterns, values and traits• Review the generational patterns when needed• See the benefits of diverse perspectives and styles

1. Be aware of differences• Understand the generational patterns, values and traits• Review the generational patterns when needed• See the benefits of diverse perspectives and styles

Leadership ApplicationLeadership Application


2. Appreciate the Strengths• Value the diversity• Actively seek out different approaches• Demonstrate openness to different opinions/challenging questions• Focus on the positive attributes your employees possess

2. Appreciate the Strengths• Value the diversity• Actively seek out different approaches• Demonstrate openness to different opinions/challenging questions• Focus on the positive attributes your employees possess


3. Manage the differences effectively• Acknowledge and accommodate the differences• Integrate the perspectives and styles into the work processes• Coach others to work effectively with the differences and manage the conflicts• Celebrate the results of the team working together

3. Manage the differences effectively• Acknowledge and accommodate the differences• Integrate the perspectives and styles into the work processes• Coach others to work effectively with the differences and manage the conflicts• Celebrate the results of the team working together

Training PreferencesTraining PreferencesLessons LearnedLessons Learned

BibliographyBibliography


(952) [email protected]


(952) [email protected]

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