a partner in sherri petro cross generational communication in the workplace 2008

A Partner in

Sherri Petro

Cross GenerationalCommunication in The Workplace

2008

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The Objectives

♦ Define the generational mix

♦ Discuss the consequences of four generations in the workplace

♦ Share best practices to decrease generational conflict and create better communication

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The Generation Mix In 2008

♦ Traditionalists – Born 1925-45– 63-83 years

♦ Baby Boomers – Born 1946-64 – 44-62 years

♦ Generation X – Born 1965-80– 28-43 years

♦ Generation Y – Born 1981-?– 18-27 years

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Current National Landscape

6.5%

41%

30%

22.5%

Traditionalists

Baby Boomers

Generation X

Generation Y

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Clarifying Question

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How Workshop Participants Have Answered This♦ Sherri to fill in....

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We Have Different....

♦ Beliefs♦ Motivators♦ Ways of

expressing ourselves

♦ Power distributions♦ Time sensitivities♦ Action-orientations

♦ Comfort levels with people, processes and technology

♦ Need for space, communication and direction

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Traditionalists Work Style♦ Respect for authority♦ Loyal♦ 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

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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

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Generation X Work Style♦ Stay in a job for 3.5

years, 2 years in high tech

♦ Money-motivated ♦ Like to solve their own

problems♦ Multi-taskers♦ Fiercely independent♦ Direct communicators

versus reading in between the lines

♦ Job movement♦ Want to be valued

immediately for their skills♦ Informal♦ Results-oriented♦ Quick study♦ Sound byte processing♦ Work solo and yet on

teams♦ Need for external

recognition as reward

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Generation Y Work Style

♦ Digital natives♦ Menu-driven thinking♦ Work on their own terms♦ Think globally♦ Have positive expectations♦ Want customization♦ Desire interactivity♦ Express to express -- not

impress♦ Looking for an experience

♦ Multi-taskers♦ Desire mutual respect♦ Ready for collaboration♦ Are looking for a cause♦ Want to make a

difference♦ Celebrate diversity♦ Acknowledgement for

being here♦ Relational♦ Missing the financial dot

connection

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What Else Is Important?

♦ Traditionalists – Commitment– Conformity– Security– Discipline

♦ Boomers– Balance– Spirituality– Relationships– Legacy

♦ X– Global issues– Freedom– Money– Education

♦ Y– Family– Religion– Generosity– Technology

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Solutions

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The Real Issue – Differences In

♦ Assumptions♦ Expectations♦ Priorities♦ Approach to communication♦ Approach to work

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Communication Solutions

♦ CLARIFY Assumptions♦ MANAGE Expectations♦ SET AND COMMUNICATE Priorities♦ EXPLAIN your approach to communication♦ MODEL your approach to work

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Solutions: Tapping In

♦ Understand first where you are♦ Understand where other generations are

coming from ♦ Appreciate the differences ♦ Be open to new perspectives♦ Strive to be flexible♦ Accept and respect

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Start with Similarities*

♦ We receive great reward – For the work we do– From the people we work with– And believe 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

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Generational Similarities*

♦ Harmony is preferred ♦ We want to be on the same wavelength♦ We all need clear communication♦ People do not like to operate out of fear♦ Everyone likes to have fun

* Eric Chester, Generation Why?

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Solutions

♦ Communication– Have both informal and scheduled times to

brainstorm, update, coach– Commit to dialogue vs debate– Commit to the concept of enlargement– Create guidelines for resolving conflict in a

healthy way– Honor energy, intuition and instincts– Acknowledge effort

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Solutions

♦ Leverage Technology– Think wiki (open systems)– Internal blog – Virtual assessment techniques– SharePoint– CEO MySpace?

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Solutions♦ Culture

– Define rules of engagement– Cultivate enthusiasm and commitment to the mission – Conduct a temperature check survey on being valued,

trusted and respected– Commit to explaining the “why?”– Walk your talk – Leverage a coaching philosophy: people are whole,

resourceful and creative– Balance teams with different generations– Capitalize on generational diversity for more than HR

issues

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Solutions♦ Leadership

– Employ a student and teacher mindset– Deconstruct by starting from your strengths

• Use appreciative inquiry• State the obvious

– Delegate well• Define the objective• Agree that getting to the objective is the most important and not

necessarily HOW – unless unethical– Customize leadership opportunities for those with potential– Encourage critical thinking skills– Think beyond standard leadership training to nonprofit service

and equines, etc

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The Objectives

♦ Define the generational mix

♦ Discuss the consequences of four generations in the workplace

♦ Share best practices to decrease generational conflict and create better communication

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Thank You!

Sherri PetroVPI Strategies, a Partner in

sherri@vpistrategies.comwww.vpistrategies.comwww.sherripetro.com

858-583-3097