Leading The Generations Melissa Hockaday, ACNP Director, Trauma ServiceIndiana University Health MethodistIndianapolis, Indiana 3-26-2015

• The learner will understand the 5 different generation types in the workforce

• The learner will apply the knowledge and adapt strategies to motivate, lead and collaborate with the multi-generational team

• The learner will evaluate the key strategies implemented to reduce conflict, improve communication, and maximize productively among their staff

Learning Objectives

• Faculty/Presenters/Authors/Content Reviewers/Planners disclose no conflict of interest relative to this educational activity.

Disclosure Statement

• To successfully complete this course, participants must attend the entire event and complete/submit the evaluation at the end of the session.

• Society of Trauma Nurses is accredited as a provider of continuing nursing education by the American Nurses Credentialing Center's Commission on Accreditation.

Successful Completion

Generational Differences

•https://www.youtube.com/watch?v=wiIFWmyvZu4&feature=player_detailpage

Myths

• Older workers are afraid of change • Baby Boomers can’t handle technology • Younger generations are not loyal • Younger generations have no work ethic• Younger generations are impatient • Younger works need their hands held

Aging Workforce

• Increasing age of workforce• Labor shortage• Increased Life Expectancy and reduction in

retirement benefits • 32% of workforce >50 years old

Generation Stats

5%

41%

33%

21%

Generations Silents Boomers Gen X Gen Y/Millenials

7,676,000

59,893,000

48,433,000

31,927,000

0

10,000,000

20,000,000

30,000,000

40,000,000

50,000,000

60,000,000

Silent Generation Baby Boomers Generation X Generation Y &Millenials

2013 Labor Force Census Report  

Definition of Generation

A group of individuals born and living contemporaneously who have common

knowledge and experiences that affect their thoughts, attitudes, values, beliefs, and

behaviors

Does AGE really matter?

Why does generation in workplace matter? • Values• Attitudes/beliefs/expectations • Work style/ethics• Communication style• Technology • Family characteristics• Personal characteristics • Work characteristics

Generational Gaps Cause…

Miscommunication

Work place conflicts

Low morale

Lack of employee satisfaction

Loss in productivity

Poor financial viability

Goals

• Recognize generation differences• Bridge the gap

• Improve productivity• Improve employee retention• Provide synergy about employees

Generations Types

Generation Type Current Age

Silent Generation “Traditionalist” 70s

Baby Boomers 50s and 60s

Generation X 40s

Generation Y 30s

Millennial “Linksters” 20s

Silent Generation

• Born 1930-1945• AKA: Traditionist, Veterans, Mature, Radio

Babies • Major Events: Great Depression & WWII • 8% of workforce • Taught Baby-Boomers to “climb the ladder,”

“pay your dues,” & sacrifice • Characteristics: Dedicated, patriotic, financially

conservative, hard-working, value seniority and hierarchy, accept roles and rarely complain

Silent: Critical Events

• 1929 Stock Market Crash• 1929 Great Depression • 1941 Pearl Harbor attacked • 1944 D-Day • 1944 GI Bill • 1945 WWII ends • 1949 Korean War • 1951 Color TV introduced • 1955 1st Polio vaccine

Culture for Silent

• Authoritative structure • Respect for experience • 1:1 face-to -face interaction• Foster environment for formal instruction • “Waste not, want not” • Lower absenteeism rates, lower turnover,

strong work ethic, dependable

Leadership for Silent

Prefer one-one coaching

Face-Face communication or formal written documents

Appreciate hand written notes & plaques

Assign tasks that contributes to common good

Capture their wisdom

Fulfill them with meaningful experiences

Teach “Old Dog” New Tricks

Baby Boomers: Born 1946-1964

• AKA: Boomers, me generation, Woodstock generation • Largest American generation • Spend most of lives “re-writing the rules”

• Civil rights

• Women's movement

• Taught by parents to “climb the ladder” and “pay your dues”

• Teach by intimidation, “pimping,” and lecturing • Characteristics: workaholics, sacrificed family,

competitive, diplomatic, & consensus builders

Baby Boomer: Critical Events

• 1960 Birth Control Pill introduced • 1963 JKF assassinated • 1963 Equal Pay Act • 1964 Civil Rights Act • 1968 Martin Luther King assassinated • 1969 Man walks on the moon• 1969 Woodstock• 1973 Watergate • 1980 John Lennon assassinated • 1984 Macintosh computer introduced

College enrollment tripled due to GI bill after WWII allowing soldiers to attend college from 1940-1964

Culture for Baby Boomers

• Peer-Peer Coaching • Team work: There is no “I” in TEAM • Social team before training session • Open, direct communication • Thank God it is “Monday”

Leadership for Baby Boomers

Open, direct and less formal communication

Don’t ignore them; respect their experience

Select them as mentors

Ask for continuing contributions

Don’t give up on them

Deal with resistance

Confront negative behavior

Generation X: Born 1965-1976

• Also known as Gen X, sandwich generation • “Latch-key” childhood, divorced and dysfunctional

families • Smallest American generation • Raised by single-family households • Witnessed terrorism and disease • Political scandals led to mistrust of authority figures • Characteristics: independent, self-directed, adaptability,

skeptical, impatient, blunt and outspoken, take charge (willing to buck the system), values work-life balance

Generation X: Critical Events

• 1973 1st cell phone, Watergate scandal• 1978 Mass Suicide in Jonestown, Guyana • 1986 Challenger disaster • 1987 Stock Market crashed • 1989 Fall of the Berlin Wall• 1990 Gulf War • 1992 Rodney King beating • 1994 Death of Kurt Cobain• 1995 OJ Simpson trial

Slackers !!!!

Culture for Xers

• Provide feedback and credit for individual results • Allow sharing thoughts and ideas• Don’t preach! Do!!!• Opportunities for career development • Good work-life balance • Values safe environments • Flexible work schedules • Fun work environment• Visual learners • Leaders must earn RESPECT! Titles, rank and position not

important

Culture (cont.)

• No patience for organizational politics • Self-developing • Skip the “fluff”; fast-paced • Individual learning not group activities • Start on time, End on time • Instead of there’s no “I” in TEAM, “It’s me”! • Don’t like to be micromanaged or hovered

Leadership Skills for X’ersApproachable and actively listen Be straightforward and honest

Support work-life balanceAllow flexible schedule Foster visual learning

Get rid of rules that don’t make sense Allow independence (no micro-managing)

Support employee growth and “meritocracy”Help prepare them for new position

Individual recognition and rewards for workEncourage them to be political correct Remove hierarchy and bureaucracy

• AKA: Internet, Echo Boomer, Boomlets, Nexters, Sunshine, Net, Digital generation or Columbine generation

• Entitlement generation, self-centric • Major Events: Terrorism & technology boom • Characteristics: Optimistic, collaborative,

polite, techno-savvy

Generation Y: Born 1977-1990

Generation Y: Critical Events

• 1983 1st functioning laptop • 1989 Berlin Wall comes down• 1990 Persian Gulf War • 1995 Oklahoma City bombing• 1998 Lewinsky Scandal “Bill Clinton” • 1999 Columbine massacre • 2001 9/11• 2003 Space Shuttle Columbia explosion

Culture for Y’s

• Feeling of family and friendships • Casual work environment, fun atmosphere • Seek mentorships • Need constant feedback and public recognition • Cutting-edge technology • Value-added • “Helicopter” parents, “stay-at home” dad, “soccer

mom” • Busy, fast-paced lifestyles • Training that is entertaining and captures attention

(games, simulation, interactive)

Culture of Y’s (cont.)

• Social networking important • Good multi-tasking • Socially & environmentally responsible • Volunteerism is important

Boss who is a mentor, provides support, and encouragement

Expect bosses to have a personal interest in them

Friendly environment

Be open to virtual work environments

Assign responsibility

Set clear expectations and explain “WHY”

Provide constant, daily and continuous feedback

Avoid negative criticism and reduce stress levels

Have FUN!!!!!

Leadership for Y’s

Best Place for Y’s

• Fitness centers• Unlimited tuition • Special events• Free Friday lunches• Celebrate monthly birthday • Onsite cafes• Community service/pride • Full services from dry cleaning, bike repairs and oil

change

Millennial: Born 1991-later

• AKA: Linksters • Raised as “center of the universe,” over

protected, time-outs & no physical contact• Characteristics: Global oriented, cultural

diversity, optimism, civic duty, team players, instant feedback, constantly connected world-wide, good multi-taskers, adapt to change well

Millennial: Critical Events

• 1998 TiVo launched• 2000 Survivor reality show • 2001 New York ban handheld cell phones while driving• 2001 9/11• 2004 Facebook founded• 2008 Financial meltdown • 2009 Barack Obama elected president• 2010 Oil Spill in Golf of Mexico• 2010 1st Apple I-Pad released • 2013 Boston Marathon Bombing • 2014 Ebola Virus Outbreak

Culture for Millennial

• State-of-art technology • Instant feedback!!! • Frequent praises and rewards • Parent-focused (BFF)• Using social media since toddlers• Constantly connected, “Cell Phone Addictions” • Cell is lifeline • Seek companies who are Green

Leadership for Millennial

Immediate response

Respect that parents influence decisions

Family events trump work events

Flexible schedules

Lead by example

Teach them to make eye contact, smile and welcome customers

Encourage face-face conversations

Social Media Addiction

Quotes from Millennial

• Help us learn• Believe in us• Tune in to our technology• Connect us• Let us make it on our own• Tell us how we’re doing • Be approachable• Plug in to our parents• Be someone we can believe in

Summary of Characteristics

Characteristic Silent Boomer Gen X Gen Y/ Linkster

Outlook Practical Optimistic Skeptical Hopeful

Work Ethic Dedicated Driven Balanced Determined

View of Authority Respectful Love/Hate Unimpressed Polite

Leadership Hierarchy Consensus Competence Pulling together

Relationships Personal sacrifice

Personalgratification

Reluctant to commit Inclusive

Strategies for Success

• Awareness • Open conversations about generational

differences • Ask staff preferences for communication styles,

how they like rewarded, etc. • One size does not fit all • Generational differences is a framework only• Leverage skills and competences• Offer mentor programs

• Experienced staff with new staff in workforce• Avoid Boomers mentoring Millennials

• Pay for Performance system

Advise for Younger Leader

• Acknowledge staff experience• Listen carefully to ideas• Provide hands on learning for technology • A written note or letter of recognition • More face-face communication • Respect differences in communication styles

Communication Styles

Advise for Older Employee

• Avoid talking about years of experience• Don’t compare leader to children or

grandchildren• Be open to new ideas• Ask leader preferences for communication;

if text, then LEARN IT!• Seek opportunities to learn technology

Don’t believe the MYTHS!!!

Summary

• Generational difference in the workplace can cause significant conflict and turmoil

• A good leader will recognize the difference and lead the charge

• All generations have strengths and weaknesses

• An effective team will foster the synergy of its TEAM!!!

References

• Gravett, L & Throckmorton, R. (2007). Bridging The Generation Gap. Pompton Plains, New Jersey.

• Johnson, M. & Johnson, L. (2010). Generation, INC. American Management Association, New York.

• Mohr, N., Walton-Moreno, L, Mills, A., Brunett, P, Promes, S. (2011). Generational Influences in Academic Emergency Medicine: Teaching and Learning, Mentoring, and Technology. Society of Academic Medicine 18: 190-199.

• Sherman, R. (2012). Leading a Multigenerational Nursing Workforce: Issues, Challenges, and Strategies. http://www.nursingworld.org

• Zemke, R., Raines, C., and Filipczak, B. (2013). Generations at Work. American Management Association, Washington, DC.