Sherri Petro

A Partner in

Sherri Petro

Work With Me! Leveraging Multi-Generational

Knowledge for Results

2010

2

The Objectives

♦ Define the generational mix.♦ Discuss the consequences of four

generations in the workplace. ♦ Share best practices to leverage what we

know to gain the results we seek.

3

Generation Mix

♦ Traditionalists – Born 1925-45– 65-85 years

♦ Baby Boomers – Born 1946-64 – 46-64 years

♦ Generation X – Born 1965-80– 30-45 years

♦ Generation Y – Born 1981-1996?– Under 30…

4

National Landscape 2006

6.5%

41%

30%

22.5%

Traditionalists

Baby Boomers

Generation X

Generation Y

5

Clarifying Question

6

Affects in the Workplace

♦ Work ethic♦ Time sensitivities♦ Different

communication vehicles

♦ Retention♦ Subscription to

technology

♦ Work priorities♦ Company loyalty♦ Meeting

management♦ Change♦ Level of respect♦ Entitlement♦ Training

7

Generational Group Exercise

8

Generational Group Discussion

1. What motivates your generation?

2. What are you most proud of about your generation?

3. What do you wish the other generations appreciated about yours?

Traditionalists

♦ Think “S”–Safety–Security –Stability –Structure

9

10

Traditionalists Work Style♦ Respect for authority♦ 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

Baby Boomers

♦Think “P”–Prestige–Power–Perks–Process

11

12

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

Gen X

♦Think “F”–Flexibility–Freedom–Fun

13

14

Generation X Work Style

♦ Job movement♦ Money-motivated ♦ Like to solve their own problems♦ Multi-taskers♦ Fiercely independent♦ Direct communicators versus reading in

between the lines

♦ Informal♦ Results-oriented♦ Quick study♦ Sound byte processing♦ Work solo and yet on teams♦ Need for external recognition as reward

Gen Y

♦Think “C” –Cause–Community–Creativity

15

16

Generation Y Work Style♦ Digital natives♦ Work on their own

terms♦ Think globally♦ Have positive

expectations♦ Want customization♦ Desire interactivity♦ Express to express --

not impress

♦ Multi-taskers♦ Desire mutual respect♦ Ready for

collaboration♦ Want to make a

difference♦ Celebrate diversity♦ Acknowledgement for

being here♦ Looking for an

experience

17

Start with Similarities*

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

18

Generational Similarities

♦ We have – A desire to learn – A desire to be acknowledged– A desire to be rewarded

♦ We want – To be trusted, valued and respected– To succeed

19

Getting to Results

♦ Commit to educating and leveraging generational differences.

♦ Concentrate on similarities as a start.♦ Create multi-generational teams♦ Employ a student and teacher mindset♦ Enlarge ideas instead of taking sides

20

Communicate Better

♦ Have informal & scheduled times to brainstorm, update and coach

♦ Create healthy conflict resolution guidelines

♦ Honor energy, intuition and instincts♦ Agree that getting to the objective is the

most important and not necessarily HOW – unless unethical

Hmmm…

21

LET’S SOLVE A GENERATIONAL

PROBLEM

22

Thank You!

Sherri PetroVPI Strategies

sherri@vpistrategies.comwww.vpistrategies.com

858-583-3097