winning - georgia senior living association...silent boomer gen x millennial gen “z” late 1920s...
TRANSCRIPT
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 1
WINNING WORKPLACESOF TODAY
MATT THORNHILL
1
WHY DO GENERATIONS
MATTER?
2
GSLASession on Workers-Thornhill
Oct 2019
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MANYGENERATIONS
ONETEAM
3
SESSION GOALS
1. Help you better understand GENERATIONAL DYNAMICS.
2. Explain the CONNECTION between of the CULTURE CHANGE and WORKER EXPECTATIONS.
3. Share ways workers are MORE ALIKE THAN DIFFERENT.
4
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 3
SHOW OF HANDS:Does your organization plan on growing in the coming years?
5
SHOW OF HANDS:Right now, do you have
ALL THE WORKERS you need?
6
GSLASession on Workers-Thornhill
Oct 2019
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3.5%7
U.S. UNEMPLOYMENT RATE
Source: BLS
5.0% is considered “Full Employment”
8
GSLASession on Workers-Thornhill
Oct 2019
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24.0 24.0
81.3 79.0
43.7 56.2
2006 2016
COMING OFF A DECADE OF DECLINE IN 25-54 WORKERSLabor Participation (in millions)
149.0159.2
Source: SIR Analysis of Bureau of Labor Statistics Dec 2017 Labor Force Projections: https://www.bls.gov/opub/mlr/2017/article/projections-overview-and-highlights-2016-26.htm
% Change:
+6.8%
+28.6%
25-54
16-24
-2.8%
0.0%
55+
81.3 79.0
9
24.0 23.1
79.0 80.4
56.2 66.2
2016 2026
PROJECTIONS TO 2026 SHOW LITTLE CHANGES AHEADLabor Participation (in millions)
159.2169.7
Source: SIR Analysis of Bureau of Labor Statistics Dec 2017 Labor Force Projections: https://www.bls.gov/opub/mlr/2017/article/projections-overview-and-highlights-2016-26.htm
% Change:
+6.5%
+17.8%55+
16-24
+1.2%
-3.8%
25-54 79.0 80.4
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GSLASession on Workers-Thornhill
Oct 2019
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By 2030, the total U.S. population will expand by 9%
The U.S. working-age population will only grow less than 5%
Source: US Census Bureau
11
24.0 23.1
79.0 80.4
56.2 66.2
2016 2026
MEANWHILE, SUPPLY OF OLDER WORKERS WILL INCREASE Labor Participation (in millions)
159.2169.7
Source: SIR Analysis of Bureau of Labor Statistics Dec 2017 Labor Force Projections: https://www.bls.gov/opub/mlr/2017/article/projections-overview-and-highlights-2016-26.htm
% Change:
+6.5%
+17.8%
+1.2%
16-24 -3.8%
55+
25-54
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 7
SHOW OF HANDS:Do you have a strategy
for workers 55+?
13
THIS IS NOT NEWS
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 8
Job-matching service to connect 55+ workers with
opportunities in senior living
15
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CONCEPT:
• Provide an online job-matching service that goes beyond listing jobs suitable for 55+ workers by enabling prospects and employers both to connect based on a wide range of factors.
• These could be job attributes like hours, location, type of work, as well as work culture, environment, purpose, diversity, etc.
• Include training components so Boomers can prepare for new jobs.
• Launch as a service for LAV members but expand to their community partners and eventually anyone in need of workers.
Job-matching service to connect 55+ workers with
opportunities in senior living
16
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 9
42%
40%
18%
Full- ti me Part- ti me Self -empl oy ed
Four in ten Boomers want to work
44%
4%4%
48%
Working Hom emaker Unable to W ork Retired
Which of the following best describes your DESIRED employment status?
n = 1741n = 4053
RETIRED WORKINGFULL-TIME
PART-TIME
SELF-EMPLOYED
17
SESSION GOALS
1. Help you better understand GENERATIONAL DYNAMICS.
2. Explain the CONNECTION between of the CULTURE CHANGE and WORKER EXPECTATIONS.
3. Share ways workers are MORE ALIKE THAN DIFFERENT.
18
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 10
GENERATIONS DIFFER
19
WHYIS EACH
GENERATIONUNIQUE?
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 11
THREE INTER-RELATED FACTORS:
AGE: “With age comes wisdom”
PERIOD: “It’s different today”
COHORT: “The generation gap”
123
21
Age: Birth-25 25-50 50-75 75+
MILLENNIALS GEN XERS BOOMERS SILENT
YOUTH YOUNG ADULT MIDLIFE OLD AGE
1. YOUR AGE AFFECTS YOUR VIEWS
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GSLASession on Workers-Thornhill
Oct 2019
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1970’s TODAY
Available everywhere instantlyBroadcast live daily at 6:30pm
2. TIME PERIOD AFFECTS YOUR VIEWS
The News:
23
3. GENERATIONAL COHORT AFFECTS VIEWS
NOT “WHO YOU ARE,” BUT…
WHAT “IMPRINTED” YOU WHEN YOU CAME OF AGE
24
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 13
GENERATIONAL VALUES
DEFINING EVENTS
WHO WE ARE
CULTURE’S IMPACT
25
SILENT BOOMER GEN X MILLENNIAL GEN “Z”
Late 1920s to mid ‘40s Late ‘50s to mid ‘70s Late ‘70s to mid ‘90s Late ‘90s to mid 2010s Now to mid ‘30s
GENERATION AND FORMATIVE “WONDER YEARS”:
26
GSLASession on Workers-Thornhill
Oct 2019
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BOOMERS1946-64
55 to 73 years old
27
INFLUENCES THAT DEFINE BOOMERS
WOMEN’S LIB SPACE RACE CIVIL RIGHTS
BIRTH OF TV VIETNAM WAR GROWTH OF SUBURBIAROCK ’N ROLL
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 15
GENERATIONAL VALUES:
ARCHTYPE:
BOOMERS:
Personal GratificationEntitlementControlWork EthicNo to Status QuoOptimism
DrivenTransformational
29
Outlook
Work Ethic
View of Money
View of Leadership
Medium
Orientation
BOOMERS GEN X MILLENNIALS
Work/Life Balance
© 2019 SIR’s Institute for Tomorrow
GENERATIONAL MINDSETS DIFFER
Optimistic
Driven
Spenders
Pay your dues
Work is Life
TV
Self-centered
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 16
GEN X1965-82
37-54
31
INFLUENCES THAT DEFINE GEN X
CABLE TV PCs and MACs END OF COLD WAR
SINGLE PARENTS LATCHKEY KIDS CHALLENGER DISASTER
REAGAN
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GSLASession on Workers-Thornhill
Oct 2019
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• Born during anti-child phases of history ’65-’82
• Grew up with permissive parenting habits
Latch Key Kids
THE MOST UNSUPERVISEDGENERATION IN HISTORY
33
GENERATIONAL VALUES:
ARCHTYPE:
GENERATION X:
TechnosavvyThink GloballySelf-relianceDiversityPragmatic
SkepticalIndependentTask-driven
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GSLASession on Workers-Thornhill
Oct 2019
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Generation X lost trust in INSTITUTIONSin 73 seconds in January 1986
“Let’s watch the first school teacher go up in space…”
35
COMPETENCY & SKILLS
TENURE & EXPERIENCE
36
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 19
Outlook
Work Ethic
View of Money
View of Leadership
Medium
Orientation
BOOMERS GEN X MILLENNIALS
Work/Life Balance
© 2019 SIR’s Institute for Tomorrow
GENERATIONAL MINDSETS DIFFER
Optimistic
Driven
Spenders
Pay your dues
Work is Life
TV
Self-centered
Skeptical
Free Agent
Debtors
Competence
Work to Live
Computer
Self-reliant
37
MILLENNIALS1983-2001
18-36
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GSLASession on Workers-Thornhill
Oct 2019
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INFLUENCES THAT DEFINE MILLENNIALS
COLUMBINE DIVERSITYTECH++
PARENTINGCLINTON/BUSH9/11
SOCIAL MEDIA
WARSRECESSION
39
GENERATIONAL VALUES:
ARCHTYPE:
MILLENNIALS:
Confidence plusCivic dutyAchievementHyper connectedMulti-tasking Fearless
Co-dependentPurposefulAmbitious
40
GSLASession on Workers-Thornhill
Oct 2019
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HOW THEY WERE RAISED
HOW THEY ARE WIRED
1 2
41
67% of Millennials were born to Boomers who are determined to
“do parenting right.”
42
GSLASession on Workers-Thornhill
Oct 2019
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The constant praise Millennials got while growing up resulted
in a generation where almost
everyone thinks they are a “star”
THEY ALL THINK THEY’RE ALL “STARS”
43
They are DIGITAL NATIVES and are “WIRED” together
HOW THEY ARE WIRED
2
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 23
The COLLECTIVE SELF
Dominates
45
THEY TRUST ANONYMOUS
POSTS, REVIEWS, RECOMMENDATIONS. THE CROWD RULES.
46
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 24
The wisdom of
MANYis better than
the thoughts of
FEW47
EVERYONE IS SPECIAL, EVERYONE HAS VALUE
“I’M SPECIAL” is not comparative as in “I’M BETTER THAN YOU.” It’s an absolute statement:
“Yes, I’m special, but so are you. And you. And you…”
That means EVERYONE HAS VALUE, and NO ONE IS BEST.
Millennial Mindsets:
MILLENNIALS SENSE OF “SELF” IS THE COLLECTIVE, IT’S “WE,” NOT “ME”
48
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 25
HYPER-COMMUNITY
88% say they want to live in an urban area
49
HYPER-CONNECTED
To each other, and anyone on the
planet with a device
50
GSLASession on Workers-Thornhill
Oct 2019
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HYPER-COLLABORATIVE
Wisdom of the crowd tops the
thoughts of the few
51
HYPER-SHARING
Why own when you can pay based on
usage?
52
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 27
THEY ARE ALL ABOUT COMMUNITY
53
Outlook
Work Ethic
View of Money
View of Leadership
Medium
Orientation
BOOMERS GEN X MILLENNIALS
Work/Life Balance
© 2019 SIR’s Institute for Tomorrow
GENERATIONAL MINDSETS DIFFER
Optimistic
Driven
Spenders
Pay your dues
Work is Life
TV
Self-centered
Skeptical
Free Agent
Debtors
Competence
Work to Live
Computer
Self-reliant
Confident
Goals
Savers
Egalitarian
Integrated
Mobile
Collective Self
54
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 28
SESSION GOALS
1. Help you better understand GENERATIONAL DYNAMICS.
2. Explain the CONNECTION between of the CULTURE CHANGE and WORKER EXPECTATIONS.
3. Share ways workers are MORE ALIKE THAN DIFFERENT.
55
MILLENNIALS ARE NOT
THE REASON WORK CULTURE
IS CHANGING
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 29
In truth, workers of all ages want a WORK CULTURE
aligned with MODERN CULTURE
57
IS YOUR WORK CULTURE
WITHMODERN CULTURE
ALIGNED
58
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 30
QUESTION:WHEN DID YOU LAST
UPDATE YOUR CULTURE?
59
Changing work culture isn’t just about
CHANGING MINDSETS
Changing work culture requires you toCHANGE RULES
60
GSLASession on Workers-Thornhill
Oct 2019
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47% OF MILLENNIALS HAVE TATTOOS
61
OLD RULES NEW RULES
Organized for efficiency and effectiveness Organized for learning, innovation, and customer impact
Company viewed as hierarchy, with hierarchical decision rights, structure, and leadership path
Company viewed as an agile network, empowered by team leaders and fueled by collaboration and knowledge-sharing
Structure based on business function with functional leaders and global functional groups
Structure based on work and projects, with teams focused on products, customers, and services
Advancement through promotion with many levels to progress through
Advancement through many assignments, diverse experiences, and multifunctional leadership jobs
People “become leaders” through promotion People “create followers” to grow in influence and authority
Lead by direction Lead by orchestration
Culture rules by fear of failure and perceptions of others Culture of safety, abundance, and importance of risk-taking and innovation
Rules-based, no tolerance for mistakes Playbook-based, learn from failing fast
Roles and job titles clearly defined Teams and responsibilities clearly defined, but roles and job title change regularly
Process-based Project-basedSource: Deloitte
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GSLASession on Workers-Thornhill
Oct 2019
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Organized for efficiency and effectiveness
Organized for learning, inno-vation, and customer impact
OLD RULE NEW RULE
Cogs in the Machine Talent to be Managed
CHANGING THE RULES
Source: Deloitte
63
Company viewed as hierarchy, with hierarchical decision rights, structure,
and leadership path
Company viewed as an agile network, empowered by team
leaders and fueled by collaboration and knowledge-sharing
OLD RULE NEW RULE
Organizational Chart Collaborative Hive
CHANGING THE RULES
Source: Deloitte
64
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 33
People “become leaders” through
promotion
People “create followers” to grow in influence and
authority
OLD RULE NEW RULE
Bestowed Earned
CHANGING THE RULES
Source: Deloitte
65
Culture rules by fear of failure and perceptions
of others
Culture of safety, abundance, and
importance of risk-taking and innovation
OLD RULE NEW RULE
Avoiding Negatives Seeking Positives
CHANGING THE RULES
Source: Deloitte
66
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 34
WINNING WORKPLACESOF TODAY
67
No dress code.
No cubicles.
Work linked to a larger purpose.
Authentic connections with managers.
Learning and development opportunities.
Fair promotion and advancement decisions.
Source: Great Place to Work study for Fortune, 2018
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 35
No dress code.
No cubicles.
Work linked to a larger purpose.
Authentic connections with managers.
Learning and development opportunities.
Fair promotion and advancement decisions.
Source: Great Place to Work study for Fortune, 2018
69
TREAT EVERY WORKER
AS UNIQUE
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 36
WHAT ARE THE COMMON EXPECTATIONS
TODAY?
71
SESSION GOALS
1. Help you better understand GENERATIONAL DYNAMICS.
2. Explain the CONNECTION between of the CULTURE CHANGE and WORKER EXPECTATIONS.
3. Share ways workers are MORE ALIKE THAN DIFFERENT.
72
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 37
FIVE WAYSEXPECTATIONSARE MORE ALIKE THAN
DIFFERENT
73
FIVE WAYS EXPECTATIONS
ARE MORE ALIKE
1. OPEN & TRANSPARENT
2. ACCESSIBLE & COLLABORATIVE
3. FLEXIBILE
4. TRUSTING
5. ACCEPTING
74
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 38
OPEN & TRANSPARENT
1
75
WHAT ONCE WAS
Resume, career path, business associates
Likes, dislikes, friends, social circles, interest areas, and so on
Price paid, mortgage, taxes paid, current value
IS NOW VERY
76
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 39
AttitudesBeliefsActionsAccess
InformationPlatforms
Power
OPEN/TRANSPARENT/PUBLIC:
77
PARALLEL PATHS
As individuals moved down this path…
…Organizations followed
Privately-held Beliefs, Values,
Purpose
Publically-declared Beliefs, Values,
Purpose
78
GSLASession on Workers-Thornhill
Oct 2019
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You operate behind a
GLASS DOOR
79
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GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 41
81
IN WHAT WAY COULD YOU BE MORE
OPEN & TRANSPARENT?
82
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 42
ENGAGEMENT TIP:“Mystery Shop” the
experience you deliver to prospects to ensure you are Open & Transparent
83
ACCESSIBLE & COLLABORATIVE
2
84
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 43
WE WIRED MILLENNIALS TO BE
COLLABORATIVE
85
OLD WAY NEW WAY
Shift to New Form of LEADERSHIP
Look UP for information
Look OUT for information
Boss is da boss The Collective is da boss
86
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 44
Organization and discipline rule
Consensus building and collaboration rule
OLD WAY NEW WAYDictatorship Democracy
Shift to CONSENSUS BUILDING
87
ARE YOU ENCOURAGING LEADERS TO BE ACCESSIBLE &
COLLABORATIVE?
88
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 45
ENGAGEMENT TIP:Be intentional about asking and involving
colleagues and associates
89
FLEXIBLE
3
90
GSLASession on Workers-Thornhill
Oct 2019
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OLD WAY NEW WAY
SHIFT TO FLEXIBLE POLICIES
Fixed rules, regulations, and policies
Flexible, customizablepolicies
About US: What we say goes
About ME: What I need goes
91
1960 1970 1980 1990 2000 2010 TODAY
TIME & TECHNOLOGY CHANGE PREFERENCES, NOT AGE
92
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 47
CULTURAL REQUIREMENTS FOR COMMUNICATING TODAY
1. Real time (not necessarily instant)
2. Accessible
3. Responsive
4. Transparent
5. Consistent
93
30/40 Program
SNF NURSES• 5 – 6 hour shifts a week• Paid for 8 hours a shift vs. 6 hours worked• Still fully eligible for all benefits • No breaks – meals • On the floor for full shift • Need 25% more staff to run program • Promotes quality and continuity • Must meet weekly job requirements
94
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 48
Estimated Annual P&L Impact of 30/40 ProgramDirect Wages $ 119,935
Benefit Cost 21,588Misc. 3,500
Total Cost $ 145,023
Savings:
Turnover (current) 128%Assumed cost of rehire $ 62,755
Annual Overtime Savings 8,955
Annualized Agency Savings 51,016Total Savings $ 122,726
Net Cost $ 22,297
30/40 Program
95
Clinical Changes
Call Bell response times Decreased 57%
Residents requiring use of positioning alarms
Decreased over 100%
Number of acquired infections Down 65%
Acquired pressure ulcers Remained 0
Skin tears and abrasions Decreased 211%
Psychoactive medications Reduced 450%
30/40 Program Outcomes
96
GSLASession on Workers-Thornhill
Oct 2019
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30/40 Program Outcomes
TURNOVER DROPPED FROM
128% TO 44%
NUMBER OF JOB APPLICANTS
QUADRUPLED
97
IN WHAT WAYS COULD YOUR ORGANIZATION IMPROVE ON BEING
FLEXIBLE?
98
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 50
ENGAGEMENT TIP:Keep in mind flexibility is two-way and encourage workers and residents,
to be flexible, too.
99
TRUSTWORTHY
4
100
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 51
TRUST (CONFIDENCE)IN PEOPLE AND INSTITUTIONS
IS AT HISTORIC LOWS
101
TRUST/CONFIDENCE IN MANY INSTITUTIONS IS LESS THAN 50%
THE MILITARY 74%
SMALL BUSINESS 67%
POLICE 54%
CHURCH/ORG. RELIGION 38%
SUPREME COURT 37%
PRESIDENCY 37%
MEDICAL SYSTEM 36%
BANKS 30%
BIG BUSINESS 25%
NEWSPAPERS 23%
NEWS ON THE INTERNET 16%
CONGRESS 11%
Percent Saying “Great Deal/Quite a Lot” in 2018
Source: Gallup
102
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 52
Source: Pew
TRUST IN GOVERNMENT IS DOWN
103
TRUST IN OTHERS IS DOWN
104
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 53
YOUNGER GENERATIONS ARE LESS TRUSTING
105
TRUST HAS SHIFTED
INSTITUTIONAL/EXPERT TRUST
DISTRIBUTED TRUST
INDIVIDUAL
CROWD
Old Trust Model:NEW Trust Model:
106
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 54
Ratings for both sides of the transaction:
SELLER AND BUYER
Examples are everywhere:
107
The wisdom of
MANYis better than
the thoughts of
FEW108
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 55
DO YOU SEEK INPUT FROM ALL IN ORDER TO
MAKE DECISIONS?
109
ENGAGEMENT TIP:Get workers and residents to post
reviews and monitor them regularly
110
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 56
ACCEPTING
5
111
OLD WAY NEW WAY
Shift to DIVERSE INPUTS
Ideas and initiatives come from the top
or dominant culture
Ideas come from anyone and anywhere. Everyone’s
opinion is valued
Top-down
Bottom-up
112
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 57
DIVERSITY IS GETTING ASKED TO THE PARTYINCLUSION IS BEING
ASKED TO DANCE
113
WINNING ORGANIZATIONSOF TODAY:
Places for
EVERYONE of every race, age,
economic class, gender, and mindset
114
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 58
IN WHAT WAYS IS YOUR ORGANIZATION
A “BIG TENT”
115
ENGAGEMENT TIP:Weekly go to lunch
with someone seemingly not like you to find common ground
116
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 59
THREE“TELL ME’s”
1TELL ME
SOMETHING GOOD…
2TELL ME ABOUT A DIFFERENCE
YOU MADE TODAY
3TELL ME HOW
I COULD BETTER HELP YOU
117
ACCOMPLISH THE GOALS?
1. Help you better understand GENERATIONAL DYNAMICS.
2. Explain the CONNECTION between of the CULTURE CHANGE and WORKER EXPECTATIONS.
3. Share ways workers are MORE ALIKE THAN DIFFERENT.
118
GSLASession on Workers-Thornhill
Oct 2019
© SIR’s Institute for Tomorrow® All rights reserved 60
Matt [email protected]
119