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Sherri Petro
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  1. Work With Me! Leveraging Multi-Generational Knowledge for Results Sherri Petro 2010

  2. The Objectives • Define the generational mix. • Discuss the consequences of four generations in the workplace. • Share best practices to leverage what we know to gain the results we seek.

  3. Traditionalists Born 1925-45 65-85 years Baby Boomers Born 1946-64 46-64 years Generation X Born 1965-80 30-45 years Generation Y Born 1981-1996? Under 30… Generation Mix

  4. National Landscape 2006

  5. Clarifying Question How Has The Generation Mix Affected Your Work?

  6. Work ethic Time sensitivities Different communication vehicles Retention Subscription to technology Work priorities Company loyalty Meeting management Change Level of respect Entitlement Training Affects in the Workplace

  7. Generational Group Exercise What Do You Believe Motivates The Other 3 Generations?

  8. Generational Group Discussion • What motivates your generation? • What are you most proud of about your generation? • What do you wish the other generations appreciated about yours?

  9. Traditionalists • Think “S” • Safety • Security • Stability • Structure

  10. Traditionalists Work Style • Respect for authority • Command and control • Can be tough for them to use their own judgment • Why customize? • Believe in the value of work more than finding personal meaning • Separation of work and home • Acknowledged for what they know as well as what they do

  11. Baby Boomers • Think “P” • Prestige • Power • Perks • Process

  12. Baby Boomers Work Style • All about respect • Self-improvement • Strong work ethic • Desire flexibility • Optimistic and idealistic • Struggle with work/life balance • Into symbols of recognition as rewards

  13. Gen X • Think “F” • Flexibility • Freedom • Fun

  14. Job movement Money-motivated Like to solve their own problems Multi-taskers Fiercely independent Direct communicators versus reading in between the lines Informal Results-oriented Quick study Sound byte processing Work solo and yet on teams Need for external recognition as reward Generation X Work Style

  15. Gen Y • Think “C” • Cause • Community • Creativity

  16. Generation Y Work Style • Digital natives • Work on their own terms • Think globally • Have positive expectations • Want customization • Desire interactivity • Express to express -- not impress • Multi-taskers • Desire mutual respect • Ready for collaboration • Want to make a difference • Celebrate diversity • Acknowledgement for being here • Looking for an experience

  17. Start with Similarities* • We receive great reward • For the work we do • From the people we work with • And the belief that we are contributing to society and our current jobs • We receive great satisfaction from our accomplishments at work • CCL Emerging Leaders Research by Ross DePinto, 2003

  18. Generational Similarities • We have • A desire to learn • A desire to be acknowledged • A desire to be rewarded • We want • To be trusted, valued and respected • To succeed

  19. Getting to Results • Commit to educating and leveraging generational differences. • Concentrate on similarities as a start. • Create multi-generational teams • Employ a student and teacher mindset • Enlarge ideas instead of taking sides

  20. Communicate Better • Have informal & scheduled times to brainstorm, update and coach • Create healthy conflict resolution guidelines • Honor energy, intuition and instincts • Agree that getting to the objective is the most important and not necessarily HOW – unless unethical

  21. Hmmm… Let’s Solve A generational Problem

  22. Thank You! Sherri Petro VPI Strategies sherri@vpistrategies.com www.vpistrategies.com 858-583-3097