Handout Generations - Oct. 2018 - SIFMA · 2019. 12. 19. · Millennials /Gen Ys Ages 23-38 Gen Z Ages 8-22 Birth Years: 1946-1964 Formative Years: 1950s /‘60s Core Values:

AuthenticInteractions.ExtraordinaryResults.

Attractingandretaininggenerationallydiversetalenttoyourorganization.

GENERATIONALINTELLIGENCEForOrganizational&TeamSustainability

YAELC.SIVIManagingPartner,Co-Founderysivi@collaborative-coaching.comwww.collaborative-coaching.com

2Collaborative Coaching LLC, 2018, ®All Rights Reserved.

FourGenerationsataGlance

Baby Boomers

Ages 54-72

Gen XAges 39 - 53

Millennials/Gen Ys

Ages 23-38

Gen ZAges 8-22

BirthYears: 1946-1964FormativeYears:1950s/‘60sCoreValues:

• Optimism• Change• Consensus• Achievement

BirthYears: 1965-1979FormativeYears:1970s/‘80sCoreValues:

• Realism• Autonomy• Flexibility• Diversity

BirthYears: 1980– 1997FormativeYears:1990s/‘00sCoreValues:

• Self-Expression• Freedom• Open-Mindedness• Community

BirthYears: 1996–FormativeYears:00s&2010sCoreValues:

• Hyper-connectivity:• Concernsaboutfuture• Entrepreneurial• Politicallyawareandopen


ShiftingWorkforceCompositionintheU.S.

Autonomy

Purpose

Mastery

BUTAREN’TWEALLTHESAME?YES – ANDNOSOURCESOFMOTIVATIONSPANACROSSAGEDIFFERENCES

USpopulation:Generationsataglance

SilentsBorn1928– 1945Approx.46Mill.

GenerationXBorn1965– 1979Approx.65Mill.

BabyBoomersBorn1946– 1964Approx.76Mill.

Millennials/GenYBorn1980– 2000Approx.80Mill.

Source:PEWResearchCenter 2015


BABYBOOMERS

SOMECOREVALUES|ACHIEVEMENTS

Mission

Consensus

Optimism

Loyalty

Youcandoit!Andwecanchange

theworld!

Determination

BirthYears:1946- 1964FormativeYears:1950sand‘60s

CurrentAge:53-71Numbers:76Million

DEFININGMOMENTS

HOWTOENGAGEBABYBOOMERS…• Askthemtocoachandmentor

• Havethemdocumentandsharewhattheyknow

• Showappreciationfortheirenergyandhard-work

• Conductin-personmeetingsoractualphonecallswiththem

• “Rewire”or“rehire”them

WHATBABYBOOMERSCANDO…• Recognizeyour“facetime”mode;showmoreflexibility.

• Bemoredirectincommunicatingwithyoungerstaff

• Showaninterestinthecareerdevelopmentofyourstaff

• Expresspraisetojuniorstaff;coachthemonhowtobebetter

SOME TOP-LINE TIPS: BABY BOOMERS


GenX


Autonomy

Balance

Learning

Realism

Beprepared!Don’tbelievethehype!

Self-Reliance

BirthYears:1965-1979FormativeYears:1970sand‘80s

CurrentAge:38-52

Numbers:65Million

DEFININGMOMENTS

HOWTOENGAGEGENXERS…• Givethemmarketableskills• Allowthemtocreatetheirownworkschedules/location

• Don’tuseorganizational“BS”

• Clearoutorganizationalbureaucracywhereverpossible

• Don’tmicro-managethem

WHATGENXERSCANDO…• Beunderstandingabout

others’needforin-personmeetings

• Praiseyoungerworkers;balancewithcoachingonhowtoimprove

• Manageyoungerworkerswithmorethanisyourpreference

SOME TOP-LINE TIPS: GEN XERS


GenY/MILLENNIALS


Diversity

Freedom

Self-Expression

Community

WHY?Iwanttobeapaidvolunteer

Connectivity

BirthYears:1980- 2000FormativeYears:1990sand’00s

CurrentAge:21-36

Numbers:80Million

DEFININGMOMENTS

HOWTOENGAGEGENY/MILLENNIALS…• Behonest,clear,transparent;explainyourrationalefordecisions

• Admitwhenyou’vemadeamistake• Beclear aboutwhatyouarerequestingofthem

• Demonstrateyourgenuinecareforthem;provideon-goinglearning

• Respecttheirideas,givethemrealopportunitiestolead

• Minimizeassigned“gruntwork”– orbalancewithsubstantivework

• Bringitbacktomeaning:what’stheimpactofyourworkontheworld?

WHATGENY/MILLENNIALSCANDO…• Showrespecttothoseinpower—

findoutwhatrespectmeanstothem.

• ExpressyouropinionswithoutpushingTOOhard

• Demonstratehumilityforwhatyoudon’tknow yet

• Takeresponsibilityforyourwork;whenyoudon’tknowwhattodo,ASK

• Don’tassumeyou’reineverydecision

• Avoidgossipifyouhaveaproblem—talktoyourleader/colleaguesdirectly

• Showyourvalueandhelpthingsmoveforwardaroundyou

SOME TOP-LINE TIPS: GEN Y / MILLENNIALS


GenZ


Politicallyawareandopen

Hyper-connectivity:

Entrepreneurial

Concernsaboutfuture

“I want to turn my

hobby into a job”

Brains “wired differently”?

DEFININGMOMENTS

BirthYears:2001-FormativeYears:Late0s-?

CurrentAge:17

Numbers:70+Mandcounting


Area Aspect Myorganization

Myteam

A B C D F A B C D F

KnowledgeTransfer

Weregularlysharestoriesthatreflectlessonslearnedsothatyoungeremployeescanlearnfromolderones.

Informalknowledgefromexperiencedworkersiscapturedandcodifiedforfuturebenefit.

Experiencedemployeesareincentivizedtosharetheirimplicitknowledge withothers.

Learning&Development

Employeeshaveregulardiscussionswiththeirmanagersabouttheircareerinterestsandaspirations.

Developmentplansarecreatedindividuallyandpersonalobjectivesarelinkedtotheorganization’splanforgrowth.

Learningcontentisprovidedinvariouswayssuchasclassroomtrainings,on-demandlearningmodules,interactiveweb-basedlearningmanagementsystems.

Cross-functionaltrainingoccursforolderandyoungeremployees.

Wehaveacultureofinformalmentoring;employeesacrosslevelsandgenerationsarecomfortableapproachingfellowstafftobementors.

Mentoringoccursbetweenolderstaffandyoungerstaff;acrosspeerlevels;aswellas“reversementoring”whenyoungerstaffmentorolderstaffonspecificskills(suchassocialnetworking,guerillamarketing,etc.)

Stretchassignmentsplaceemployeesinintenseandrewardinglearningenvironmentswheretheycandeveloptransferableskills.

Stretchassignmentsareregularlygiventoemployeesofallexperiencelevelsandages.

CareerCustomization

Employeescancustomizetheircareertracksbasedontheircurrentlifeandcareerpreferences(e.g.workload,amountoftravel,staffresponsibilities,etc.)

Theorganizationplaysanactiveroleinsupportingemployeeson-leave(e.g.maternity)tomaintainandgrowtheirprofessionalstatus.

GenerationalReadinessReportCard

A – Ahead of the pack; leading edge B – Doing some of this; still not a leader C – Catching up with the rest; middle of the pack

D – Some or little awareness, no sense of urgency to actF – No awareness of this issue


GenerationalReadinessReportCardArea Aspect My

organizationMyteam

A B C D F A B C D F

KnowledgeTransfer

Itissafeforeveryonetoshareideasorconcerns– amongpeersandfromlowerlevelstohigherlevels.

Innovativeideasaregeneratedbyemployeesacrosslevelsandgenerationsandareconsideredequallyimportant.

Youngerworkershaveanopportunitytoregularlysharetheirideaswitholder,moresenior-levelleaders.Employeesaregivenregularopportunitiestoworkoncreativeprojectsofpersonalinteresttothemthateventuallymayhaveapplicationtowork.

Learning&Development

Workeffectivenessisdefinedbasedontasksandresults– not“facetime” atwork.

Employeescanworkfromanywhereanytimebasedonindividualdiscretionaslongasitdoesnotinterferewithteamneeds.

Theorganizationprovidesthetechnologyandencouragesaculturewherein-personmeetingsareoptionalandasynchronousworkisfacilitated.

InclusiveLeadership

Manyifnotmostdecisionsaremadeinaparticipatoryandtransparentmannerthatencourageseveryone’sinputregardlessofageorstatus.

Informationandexpertiseareshared openly.

Leadersarerespectedfortheirtechnicalexpertiseas wellas theirabilitytoengageandpromotetheirstaff.

TeamCohesion

Employeesacrosslevelsgivefeedbacktooneanother—intheformofregular360reviewsaswellasinformaldiscussions.

Teamsareregularlygivenopportunitiestobuildtrust,conflictresolution,andcommunicationskills.

Managersareskilledinbeinginclusiveofteammemberswithdifferenttalents,backgrounds,skills,andgenerations.

A – Ahead of the pack; leading edge B – Doing some of this; still not a leader C – Catching up with the rest; middle of the pack

D – Some or little awareness, no sense of urgency to actF – No awareness of this issue

AuthenticInteractions.ExtraordinaryResults.

For more information about our speaking engagements and workshops about generational intelligence, conscious leadership, and systemic team coaching, please contact us:

Yael SiviCo-Founder and Managing PartnerCollaborative Coaching LLC [email protected]: (347) 725-1757

Notes

Documents

Handout Generations - Oct. 2018 - SIFMA · 2019. 12. 19. · Millennials /Gen Ys Ages 23-38 Gen Z Ages 8-22 Birth Years: 1946-1964 Formative Years: 1950s /‘60s Core Values: