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GSLA Session on Workers-Thornhill Oct 2019 © SIR’s Institute for Tomorrow All rights reserved 1 WINNING WORKPLACES OF TODAY MATT THORNHILL 1 WHY DO GENERATIONS MATTER? 2

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Page 1: WINNING - Georgia Senior Living Association...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

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

Page 2: WINNING - Georgia Senior Living Association...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

GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 2

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

Page 3: WINNING - Georgia Senior Living Association...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

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

Page 4: WINNING - Georgia Senior Living Association...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

GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 4

3.5%7

U.S. UNEMPLOYMENT RATE

Source: BLS

5.0% is considered “Full Employment”

8

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 5

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

10

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 6

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

12

Page 7: WINNING - Georgia Senior Living Association...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

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

14

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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

16

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

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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

Page 10: WINNING - Georgia Senior Living Association...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

GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 10

GENERATIONS DIFFER

19

WHYIS EACH

GENERATIONUNIQUE?

20

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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

22

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 12

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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 14

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

28

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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

30

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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

32

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 17

• 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

34

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 18

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

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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

38

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 20

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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 21

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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 22

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

44

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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

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 26

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

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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

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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

56

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 31

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

62

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 32

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

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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

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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

68

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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

70

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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

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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

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 40

You operate behind a

GLASS DOOR

79

80

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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

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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

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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

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 46

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

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 49

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

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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

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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

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Source: Pew

TRUST IN GOVERNMENT IS DOWN

103

TRUST IN OTHERS IS DOWN

104

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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

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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

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GSLASession on Workers-Thornhill

Oct 2019

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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

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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

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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

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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

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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.

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Oct 2019

© SIR’s Institute for Tomorrow® All rights reserved 60

Matt [email protected]

119