How to Thrive in the Multi-

Generational Sandbox

Caroline Dowd-Higgins Director, Career & Professional Development and Adjunct Faculty Indiana University Maurer School of Law Speaker * Author * Career Consultant * Media Host

My Sandbox at Maurer School of Law

� 20 something aged students � 30-40 something aged students � 50+ something aged students

� Faculty who’ve been out of school 5 years � Long term tenured faculty with 30+ years � Adjunct faculty – a mix of both

You name it – we’ve got it!

Frustration is Palpable in the Workplace

� Millennials ask about balance in interviews - RED FLAG! � Gen Y needs feedback and is quick to criticize � Baby Boomers are vexed by the tether to technology

Understanding =Harmony

� Each Generation has responsibility in behavior adjustment

�  It’s not them against us � Define expectations

Millennials or Gen Y – Born 1982-2000’s

� Most educated and culturally diverse generation in workforce

� Zig Zaggers � Crave work with meaning and purpose � Educated with focus on community service

Millennial Characteristics

� Extremely tech savvy � Work/Life balance is a top professional value � Crave recognition and validation at work �  In 2014 will comprise 36% of workforce; 2020 – 50%

Millennial Détente �  Respect older generations and learn from them �  Be coachable, gracious, and appreciative �  Etiquette and emotional intelligence still rule �  The Google Factor

Millennial Professional Development �  Seek out mentors and sponsors �  Asking about balance in an interview questions your work

ethic �  Offer yourself as a reverse mentor to an older employee �  Eye contact is essential �  You are the succession plan; earn your advancement

Generation X – Born 1961-1981

� Largest generational population now � First to experience large % of divorced parents � Working Moms were the norm �  Independent, resilient, and adaptable – the age of

The Individual � They don’t want supervision or micro-managing

X Characteristics

� Multi-culturally aware; comfortable in diverse environments

� Work hard/play hard � Faced first jobs in 80’s – saw parents get laid off � Loyal to their work – not employer � Created a workaround for lateral advancement

Gen X Détente

� Be solution providers/innovators - showcase value add

� Manage Up so your boss knows your worth � Ask for advancement � You can’t do it all alone – learn to work on teams � Throw the ladder down to Millennials � Learn from Baby Boomers before they pass the

baton

Baby Boomers 1943-1960

� Post WWII babies – now retiring � First generation raised with television � Social and political rabble rousers of the day � Sexual revolution, Rock n’ Roll, civil rights � Ability to bob & weave during economic

fluctuation

Boomer Characteristics

� Goal oriented, competitive � Loyal to their organizations �  Invented Keeping up With the Jones’s � Ready to challenge the status quo � Can’t fathom working from home or flex hours

Boomer Détente

� Whippersnapper Millennials are ripe for reverse mentorship – use them!

� They can set up your smart phone � Don’t be afraid of technology – learn something � Teach the younglings how to build in-person

relationships � Give the younger colleagues feedback – they want

to learn from you

Generation Z Born Early 2000’s Onwards

� “Velcro Parenting” – time spent with parents will reach new heights

� Their parents will experience significant unemployment

� Spend less time outside and more inside with structured activities

� All kids under 12 will have cell phones so they can communicate with their parents

Things to Consider �  X-ers want to be individualistic – need to cultivate team �  Y-ers raised by Helicopter Parents – crave recognition �  Boomers – are not all retiring in their 60’s

Emotional Intelligence is Timeless �  Eye Contact is Imperative �  Posture from smart device use is causing neck/back issues �  Active-listening can set you apart from the competition �  Body language can still be seen and heard via SKYPE

Master Your EI

�  Instead of focusing on yourself, shift your focus to others.

� Practice active listening and connect with your eyes/ears to people.

� Slow down and focus on the person you are with. � Notice body language; become aware of other’s

comfort zone posture.

EI Continued

� Utilize validating language instead of questioning or probing.

� Authenticate what others say without judgment. � Be in the moment - maximize the way you engage

with others. �  If you sense frustration or heightened emotions,

repeat back what you have heard to establish clarity.

Golden Rule

Respond to others the way you would want them to respond to

you.

Teach People How to Treat You

� Set expectations at work and/or home � Learn to command and earn respect � Only you can create your professional

persona � Ask for what you need!

Curiosity = Wonder + Awe

The U Bend – Getting Happier with Age

It’s Never Too Late to Bloom

� Living your life fully is up to you. �  It’s never too late to keep growing. � Tap the wisdom of the seasoned – they are wise.

Sandbox Scenarios

� Break into groups of six � Elect a spokesperson to report your findings to

the full group � Come up with a solution for the following

scenarios as a group

Scenario #1

A Boomer Boss with 30 years in the organization wants to execute a new project in a traditional way that has been the norm for years. The team is comprised of Gen X and Gen Y workers as well as 2 other Boomers. There is resistance from the Boss to innovate and try something new to achieve the goal as suggested by the new Gen Y employee . How can the Gen Y worker persuade the group (Boomers and Gen Xers) that her plan is worth looking at again?

Scenario #2

� A Gen X Manager has been approached by a Gen Y employee who has been with the organization for 10 months about a raise, indicating that his work went above and beyond and deserved recognition. The Manager agrees that the work is exceptional but does not want to upset the standard norm of promotions by recognizing this employee before the traditional period. But he also fears the employee may leave if he is not promoted. What should the Manager do?

Scenario #3 An expert consultant on digital media has been brought in to instruct a low producing sales team about how they can use technology to up their game. The expert consultant is very young (Gen Y) and the older team members (Gen X and Boomers) are less than thrilled to work with the digital kid as they have named him in private. The tense emotions are palpable. How could you approach the scenario to relieve the tension if you were: 1. The expert consultant (digital kid)? 2. The Gen X team member? 3. The Boomer team member?

Scenario #4 You are a Gen X employee and have successfully grown your role in the organization over the last 7 years to a leadership role. You hired a bright new Gen Y college graduate who has excellent skills to bring to a new position on your team. While her technical skills are top notch, her casual wardrobe and valley girl language is not going to sit well with an important client. She has let her professionalism slide since her initial interview. How do you communicate to her that she needs to elevate her professional game regarding appearance and communication without bruising her self-esteem?

Hang Out In the Sandbox

� Learn from your generational colleagues � Be seen and heard � Listen and ask questions � Clarity of mission is essential for retaining talent � Consider reverse mentors and seasoned sponsors

www.carolinedowdhiggins.com