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TRANSCRIPT
Leadership Lessons from the Wheelhouse
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For more info:Cam Marston
Generational Insight251.479.1990
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and on Twitter: GenInsightCopyright 2013, Generational Insights
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•As societies become affluent, success comes from being a part of the group. •It’s about Us, We, Team. •Blend in; don’t stand out.
“He’s a regular Joe.”“It’s time you get a job.”
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•In affluent societies, youth are raised to stand out.
•To be different. •To experiment and explore.•To be happy.
“You’re special, unique, and different from everyone else.”
“I hope you’ll find a good job that makes you happy.”
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Generations:
•Matures > 68 yo•Baby Boomers 49 to 67 yo•Gen X 34 to 48 yo•Millennials!! 13 to 33 yo•iGen < 12 yo
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Key Point #1:• The < 48 year old population has been raised in
a time where being different and standing out is not only appropriate but encouraged.
• The > 49 year old population has largely been rewarded for fitting in and NOT standing out.
Question: Where do you fit? Do you see this in yourself? Do you see it in the your peers? Workplace? Students?
Apprentice
Master?
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Key Point #2:• In affluent times people enter adulthood later. Gen
X did and today’s Millennials continue this trend.• Therefore if you’re NOT a member of today’s youth,
the world you knew at their age is much different than their world today.
• So don’t ever think “This is what I would have wanted when I was your age.” Its irrelevant.
Is there anything you’re doing or saying that reflects line of thinking?
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Millennials: (apprx. 33 yrs to 13 yrs old)• Individuals w/ a group orientation (team?)• Optimistic• Well looked after.• Hard time focusing.• More altruistic other generations at a younger age.• Busy & stressed at a young age.• Raised as their parent’s friends.• Are not adults. Are not adolescents. “Adultolescent”
phase.• “Future” is very short term.• Huge goals. Clueless on the execution.
United States 18-34 Year Olds Living with Parents (%)
Source: US Census Bureau
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1970 1980 1990 2000 2010
United States Average Age of Mother at First Birth
Source: CDC
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1970 2008
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My gut tells me:
Yesterday’sBaby
Boomersat
21 yrs old
Today’sMillennials
at 29 yrs old
=
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Key Point #3:• Parenting styles and advances in technology have combined to do
away with many of the hurdles of growing up.• “Progress” is often focused on making things easier and some of
what has been lost are the defining struggles of childhood:– boredom on a summer day– finding a summer job– learning to communicate and empathize– conflict management
• If you’re a Boomer, don’t expect Gen X peers to have the same backgrounds. Gen X, don’t expect it with Millennials.
• Your backgrounds show accomplishments over struggles.• Theirs will show accomplishments but probably fewer struggles.
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Then vs
Now
Audie Murphy• Medal of Honor• Distinguished Service Cross• Silver Star• Legion of Merit• Bronze Star• Purple Heart• US Army Outstanding Civilian Service Medal• Good Conduct Medal• Distinguished Unit Emblem• American Campaign Medal• European-African-Middle Eastern Campaign Medal• World War II Victory Medal• Army of Occupation• Armed Forces Reserve Medal• Combat Infantryman Badge• Marksman Badge with Rifle Bar• Expert Badge with Bayonet Bar• French Fourragere• French Legion of Honor, Grade of Chevalier• French Croix de Guerre• French Croix de Guerre with Palm• Medal of Liberated France• Belgian Croix de Guerre 1940 Palm
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“You cannot hold someone accountable for something they’ve never
been taught.”
Capt. Ted EwingM/V F.R. Biglow
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Founding Fathers:
Life, liberty, and the pursuit of happiness.
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Think of it this way:
Physiological Needs
Safety Needs
Belonging Needs
Esteem Needs
Self Actualization
Matures
Baby Boomers
Gen X
Millennials
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Key Point #4:• Today’s knowledge economy has led us to believe that
hierarchy is no longer in vogue in the workplace. Flat is better.
• True, today’s workplaces are more flat, more level, but that should only apply to communications, not roles and job responsibilities.
• Hierarchy in today’s workplace has gotten a bad rap but it is in fact a good thing and is welcomed when introduced and explained, not forced.
Where would a clear understanding of hierarchy help you out?
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“When people are clear that you care for them, that you’re looking out for them, and they clearly know what you want them to do, morale usually
falls into place.”
Capt. Ted EwingM/V F.R. Biglow
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Key Point #5:The best managers / leaders in today’s society have two things in common:
1.They want more for their people than their people want for themselves.
2.Their behavior is predictable. They don’t have “on days” or “off days”, they’re the same every day. Their people know what to expect day in and day out.
These behaviors are two big ingredients to inspiring performance and creating loyalty.
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“You cannot complain about that which you
tolerate.”
Capt. Shawn WilmothM/V Martha Ingram
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The Gen X Manager
The Gen X Manager...
60mm people
Gen X Managers tend to:
1.Want to manage remotely.2.Not want to spend much interpersonal time with
subordinates or teammates. 3.Give jobs / goals / deadlines and assume that
they’ll get done and if there are problems, someone will say something.
4.Draw a line between their team and themselves - not rudeness, but a “Hey, we just work together, let’s leave it at that.”
5.Dislike meetings that they deem unnecessary.
60mm people
Gen X Managers MUST:1.Be visible. Be seen. Get out there. Engage. “Round”. Interact.
2.Become interested in their team beyond only how direct reports are doing in their job.
3.Reaffirm people’s roles and provide accolades and encouragement.
4.Have meetings for the purpose of building consensus.
Points to Ponder:•Today’s technology has taken a great toll on
interpersonal communications in Gen X and the Millennials. •In dealing with conflict they’ll often prefer to use their technology devices to talking in person.
•Do your best to deal with conflict by talking in person.
•It is a weakness in the younger generations that must be fixed.
According to a University of Michigan study of 13,737 college students in the U.S. by Sarah Konrath at her associates at the Institute for Social Research, young people today, compared to college students in the late 1970's are "40% lower in empathy than their counterparts of 20 or 30 years ago."
The researchers reported than there has been a 48% decrease in empathetic concern and a 34% decrease in perspective taking between 1979 and 2009. The researchers also reported that today's college students were less likely to have empathetic feelings for people less fortunate than them.
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“When I reprimand I do it with that individual alone and begin with ‘We have a problem.’ Not ‘You have a problem.’ I want him to know that I intend for
there to be a mutual solution.”
Capt. Ted EwingM/V F.R. Biglow
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“So,” you ask, “what does all this mean to
me?”
Leadership Lessons from the Wheelhouse
Outlook: 60,000 ft.