Unlocking Secrets of Baby Boomers by CTR

Culture Transformation Resources, LLC * www.CTRConsultingServices.com By Andre S. Harris, Culture Transformation Resources, LLC

WORKING EFFECTIVELY WITH BABY BOOMERS

Culture Transformation Resources, LLC * www.CTRConsultingServices.com

A CLOSER LOOK AT BABY BOOMERS.

BABY BOOMERS.

First Nuclear Power Plant

Cuban Missile Crisis

Vietnam War

John Glen Orbits the Earth

The Civil Rights Act

JFK Assassination

Rosa Parks

Kent State Massacre


BABY BOOMERS.

Optimism Team Orientation

Personal Gratification

Health & Wellness Involvement Youth

Work Personal Growth Brand Loyal


Oprah Winfrey

Bono

Stevie Wonder

Meryl Streep

Johnny Depp

Whoopi Goldberg

Bill Clinton

Madonna

Jay Leno

Denzel Washington

Steve Jobs

Bill Gates

BABY BOOMERS.

TV

Poodle Skirts

Barbie Dolls

Ed Sullivan Show

Fallout Shelters

Peace Sign

Mr. Potato Head

Slinky

Elvis

Hula Hoops

BABY BOOMERS.


BIRTH YEARS & AGE.

TRADITIONALISTS 1925-1945 69+ years

BABY BOOMERS 1946-1964 50-68 years

GENERATION X 1965-1979 35-49

MILLENNIALS 1980-1996 18-34

Source: Gallup’s “State of the American Workplace” 2013


Source: Gallup’s “State of the American Workplace” 2013

IN THE WORKPLACE.


We are in the middle of a historic evolutionary leap driven by digital innovation and technology. It has created a generational divide that holds both promise and peril for leaders.

For the first time in U.S. history, we have four separate generations working side-by-side.

While there is no magic birth date that makes a member of a specific generation, one’s experience and sharing of history h e l p s s h a p e a “ g e n e r a t i o n a l personality” during their formative years.

When a generational divide occurs at work, the results can be:

•  Reduced productivity •  Hiring challenges •  Increased turnover •  Decreased morale •  Reduced profitability


“A lack of understanding across generations can have detrimental effects on communication and working relationships and undermine effective services.”

-Constance Patterson, Ph.D.


HOW THEY DIFFER.

Social, Political & Economic Influences

Family Structure & Influence

Education

Values / Morals

Work Ethic

Leadership Approach

Motivational Buttons

Communication Style

Interaction with Others

Approach to Feedback

View towards Company

Work vs. Personal Life

Desired Rewards

Financial Behaviors

Relationship with Technology

General Expectations


So much of what is going on in our lives is seen through our own generational lens. C o m p a n i e s N E E D a multigenerational workforce. To succeed in business today, i t t a k e s a r a n g e o f generational insights and varied perspectives to make smart business decisions.

Educating employees on generational differences and their unique contributions can boost:

•  Understanding •  Respect •  Collaboration •  Productivity •  A Working Together Culture


BABY BOOMERS.

BIRTH YEARS •  1946-1964

AGE •  50-68 years old

US POPULATION •  80 Million

AKA •  “Me” Generation


BABY BOOMERS. Divorce reached a low in 1960 of 9%

Families moved due to GI Bill, GI Housing and industrialization

Family size smaller (2-3 children)

Few grandparents in the home

Mom stayed home and Dads carpooled

First generation to live miles from extended family

Children spent significant time with adult role model

Perception of the world as “safe”


BABY BOOMERS.

Grew up in healthy economy Defined by their job

Optimistic Consumers; success largely visible

Workaholics; created 60-hour workweek

Love-hate management

Likely to challenge authority; want leadership positions


IN THE WORKPLACE.


Traditionalists •  Loyal

•  Driven

Gen X •  Balanced

Millennials •  Eager

FOUR GENERATIONS.


FOUR GENERATIONS.

Traditionalists •  It’s necessary •  An obligation

•  It is exciting •  An adventure

Gen X •  It is a challenge •  A contract

Millennials •  It is done to make a

difference •  A means to an end

FOUR GENERATIONS.

Loyalty, Respect Authority

Common

Goals

Performance

Compensated for doing job

Competitive

Optimistic, Team-

Oriented

Results

Reward for Results

Self-Reliant

Skeptical, Career-Oriented

Results + Fun

Reward for Outcomes

Pack-Oriented

Self important, Loyalty to

Others

Career

Seek rapid success


TRADITIONALISTS

Individual

BABY BOOMERS

Team Player Loves Meetings

MILLENNIALS

Participative

GEN X

Entrepreneur

FOUR GENERATIONS.

Source: Greg Hammill, “Mixing and Managing Four Generations of Employees


FOUR GENERATIONS.

Traditionalists

•  Hierarchical organizational structures •  Consistency and uniformity •  “These are the rules.”

Boomers

•  Coined “team building” •  Live to Work, until Retirement •  “Let’s talk about the rules.”

Gen X

•  Work to live, not live to work •  Flexibility in work, life •  “Break all of the rules.”

Millennials

•  Exceptional multi-taskers •  Flexibility in work hours and dress code •  “Redefine the rules.”


FOUR GENERATIONS.

Traditionalists •  Directive •  Command-and-control

Boomers •  Consensual •  Collegial

Gen X

•  Everyone is the same •  Challenge others •  Ask questions

Millennials •  TBD

TRADITIONALISTS

Satisfaction of a job well done

BABY BOOMERS

Money, title, recognition,

the corner office

GEN X

Freedom, self-manage, time to

prioritize own projects

MILLENNIALS

Work that has meaning, flexibility; growth and learning opportunity; praise

FOUR GENERATIONS.


FOUR GENERATIONS.

Traditionalists •  To the organization

BOOMERS •  To the profession

Gen X •  To the individual

Millennials •  To co-workers and friends

FOUR GENERATIONS.

Recognize their loyalty, experience.

Select

activities that show what they know.

Focus on

evolution, not revolution.

Acknowledge their

contributions.

Be aware of competitive

nature.

Offer continued

training on life skills, balance.

Respect their skepticism;

establish your credentials.

Use humor.

Let them know you like them.

Talk career,

not job.

Provide ongoing and

remedial training.

Teach in short

modules.

Test often. Make it fun.

Allow collaboration.

TRADITIONALISTS

Loyal to their clients

and/or customers

BOOMERS

Making a difference

GEN X

Building a career

MILLENNIALS

Work that has meaning

TO STAY OR LEAVE JOB.


FOUR GENERATIONS.

Traditionalists

•  Let’s have a conversation •  Face to Face •  Formal • Memo

•  Call me on my cell anytime •  In person •  Semi-formal

Gen X

•  Send me an email •  Irreverent •  Call me only at work •  Direct and Immediate

Millennials

•  Text me or IM me •  Twitter •  Fun, Informal, Slang •  Email or Voicemail


“Grandpa is showing us how they sent a text when he was a kid.”


FOUR GENERATIONS.

Traditionalists •  “No news is good news.” •  May not be receptive to feedback •  50% have not received feedback training

•  “Once a year; formal and documented.” •  Don’t appreciate it •  Initiate weekly informal talks; document talks

Gen X •  “Sorry to interrupt, but how am I doing?” •  Give immediate and regular feedback •  Be direct and to the point

Millennials •  “I want it with the push of a button, anytime.” •  Consider electronic connections; use visuals •  Allow an active role in creating work plans


www.CTRConsultingServices.com

Pleasecontactusforthecompletepresentationorotherpresentations:•  MillennialsBendingtheRulesintheWorkplace•  GetReadyforGenZ–GenZonFire•  Traditionalists,TheSilentGeneration–Healthy,WealthyandWise•  GenXfromXhaustedtoXtreme

Ms.Harrisisavailableforkeynotepresentations,managementtraining,leadershipretreatsandothercorporateandnon-profitengagements.

Andre S. HarrisPresident & Proud Gen X Culture Transformation Resources, LLC www.CTRConsultingServices.com [email protected] 1-877-CTR-1236 OR 1-877-287-1236 @AndreHarrisCTRAndreHarrisCTRwww.linkedin.com/pub/andre-harris/31/56a/744/

Leadership & Management

Unlocking Secrets of Baby Boomers by CTR