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"You're Young Enough to Be My Daughter!" Millennial Managers
Mentoring Cross-Generational Teams
Presented by:
Sarah Wanger, Director of Outreach
Saint Mary’s University of Minnesota
Today we will….
� Lay of the land
� Define generational preferences
� Analyze mentoring models
� Explore case studies in cross-generational mentoring
� Design a mentoring plan for your team
� Assess success
� Wrap Up and Questions
About Saint Mary’s University of MN
� 6,000 students
� Winona, Twin Cities, Rochester
� Semi-centralized Graduate Admissions
Field Specialist Model
� Regional recruiting model
� Retired K-12 admins & teachers
� Recruit for all GSOE programs
� Staff recruit 50% of inquirents
� Convert almost 80% of apps to admits
Recruitment: Team Effort
Recruitment
Relationships
Data
Processing
Policy
Marketing
Outreach
Enrollment Counselor
Field Specialists
Cross-Generational Outreach Team
Boomers
Gen X
Millennials
Cusper
What does this have to do with admissions?
Increase Enrollment! Team Effectiveness/Staff Retention
Boomers
• Born 1943-1960• Workaholic,
idealistic, loyal, competitive, materialistic, values titles, seeks personal fulfillment, self-centered, political-savvy is key to success
Gen X
• Born 1961-1980• Self-reliant,
cynical, adaptable, distrusts authority, resourceful, entrepreneurial, tech- savvy
Millennials
• Born 1981-2000• Optimistic,
entitled, civic-minded, parental involvement, work-life balance, team-oriented, multi-tasking, impatient, ability & knowledge are keys to success
Adapted from Alsop (2008) The Trophy Kids Grow Up
Poll Question
What is the generational makeup of your team?
www.menti.com
Poll Question
What comes to mind when you think of mentoring?
www.menti.com
What’s this have to do with mentoring?
Mentoring: Types and Functions
Traditional Reverse
� Leadership Development
� Psychological Support
� Role-Modeling
� Technology & Social Media Training
� Global Awareness
� Sustainability
� Modeling Work/life Balance
Paradigm Shifts in Mentoring
20th Century
A nicety
One skill
Prompted by mentor’s generosity
Instinctive kindness
Top down (disciple) approach
Mentor = like mentee
Only one and one-to-one
Early in career
McBride, et al. (2016)
Paradigm Shifts in Mentoring
21st Century
Professional responsibility
Multiple skills
Expectation of org culture
Reciprocal & reverse relationships
Mentor = Not like Mentee
Multiple mentors
Life long learning
Outcomes
Knowledge Exchange
Increased Org Commitment
Feelings of Value
Understanding Communication
Increased Job Satisfaction
Sensitization to work/life
balance, diverse perspectives,
subject matter advances
Insight into consumer
preferences
Reduced turnover intentions
Leadership perception
Reverse Mentoring Models
FormalInformal
Formal- The Hartford Case Study
Set Goals� Strategic
� Tools and trends in social media
� Listening to consumers via social media
� Millennial perspectives on consumer behavior & business trends
� Tactical� Drive org culture change to keep
pace with modern technologies
� Generate project cloud
Formal- The Hartford Case Study
� Recruit mentors
� Resume
� Talent Profile Questionnaire:
� skills, experience, interests
� Letters of recommendation
� Pay attention to
� Trustworthy
� Time for mentoring
� Avoid subordinate/superior pairings
� Match interests/hobbies to mentees
Formal- The Hartford Case Study
Key Components
� Talent Profile
� Guidelines
� Executive Support
� Competition
Informal- My Team
� One-on-one CRM training with Enrollment Counselor
� Weekly half hour Google Hangout
� Each semester- 2 day retreat
CRM Training for Cross-Generational Teams
NO! YES!
Boomer Field Specialists learned about recruiting Millennials…
� phone calls
� emails
� text messages
� coffee
� bugging people
� “enabling”
� patience
Millennials learned about working w/ Boomers
� strengths and experience
� learning differences
� networks
� lunch
� repetition
� “old habits die hard”
� CRM manual
� patience
Considerations for Reverse Mentoring
� Address age norms/prejudices
� Offer avenues for ALL staff to hear from mentors/mentees
� Publicize professional accomplishments to avoid
Boomers = “behind the times” Millennials = “inexperienced”
� Encourage Millennials to step-up
� Especially effective for women & staff of color
Chaudhuri & Ghosh (2012)
Assess!
� Base assessment around goals
� What kind?
� During
� At the end
� One Year Later
� How?
� Surveys
� Interviews
� Focus groups
Which type of mentoring is right for you?
� What are your goals?
� What resources are available?
� Is everyone on the bus?
Design Checklist
�Set goals
�Recruit mentors/mentees
�Arrange logistics
�Provide support
�Assess
Poll Question
What excites/scares you about starting reverse mentoring?
www.menti.com
