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Conference call #: 712-432-1399 Access Code: 214-758-263 April 3, 2008 The Big Disconnect Why most (well intentioned) leaders miss out on engaging the.

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Presentation on theme: "Conference call #: 712-432-1399 Access Code: 214-758-263 April 3, 2008 The Big Disconnect Why most (well intentioned) leaders miss out on engaging the."— Presentation transcript:

1 Conference call #: Access Code: April 3, 2008 The Big Disconnect Why most (well intentioned) leaders miss out on engaging the next (well intentioned) generation

2 Conference call #: Access Code: Your Hosts: Dr. J.P. Pawliw-Fry Bill Benjamin The Institute for Health and Human Potential

3 Conference call #: Access Code: You can ask questions We can ask questions Webinar Logistics Q & A during and at the end

4 Conference call #: Access Code: Be Present How to Get the Most Out of this Opportunity Start with a Beginners Mind Turn off your Blackberry

5 Conference call #: Access Code: Outline In this webinar, we will: 1.Describe the main issue leaders face managing different generations in workplaces. 2.Challenge popular management thinking about the values gap that exists between generations. 3.Identify three strategies to help you manage these new employees (Generation X and Y) more successfully.

6 Conference call #: Access Code: Generations Boomer: Gen X: Gen Y:

7 Conference call #: Access Code: Have you witnessed this before? The first day on the job, the Gen Y sends an to the CEO of the organization with 5 suggestions on how to improve the company. After Gen Y receives a poor performance review, you get a call from his parents, asking for an explanation After just two years on the job, the Gen X requests an expat posting. Giselle Kovary M.A. and Adwoa K. Buahene M.A, comments at 2008 Speaker Spotlight conference, Vancouver

8 Conference call #: Access Code: Have you witnessed this before? What is the impact that this behavior has on Boomer manager and leaders?

9 Conference call #: Access Code: Do situations like these mean there a significant values difference between the generations? Lets look at the data: Values Difference?

10 Conference call #: Access Code: Values Difference? Engagement Research Across generations, between 82% and 86% of each group are similarly engaged in their work and share the top three engagement drivers Senior management interest in employee well-being Skill improvement in the past three years Reputation of organization as a good employer Towers Perrin (2006). "Study Highlights Business Case for Attracting and Retaining Workers Age 50+," Monitor (March): 1-4.

11 Conference call #: Access Code: Values Difference? Drivers of Performance, Retention & Satisfaction "There was no evidence that Generations X or Y represent any special breeds, and any differences in the attitudes of these groups from older groups can be explained by age rather than special circumstances in the youthful experiences of each group. Mulvey PW, Ledford GE, & LeBlanc PV (2000). "Rewards of Work: How They Drive Performance, Retention, and Satisfaction," World at Work Journal, 9(3): 6-18.

12 Conference call #: Access Code: [i] [i] 2008 Survey gen IHHP The Value of Challenging Work IHHP 2008 Survey gen I value a challenging job over and above salary Agree or Strongly Agree

13 Conference call #: Access Code: [i] [i] 2008 Survey gen IHHP The Value of Challenging Work IHHP 2008 Survey gen I value a challenging job over and above salary Agree or Strongly Agree

14 Conference call #: Access Code: Fundamental Beliefs & Values The study compared fundamental beliefs and values across four generations and found only minimal differences. Values Difference? Mulvey PW, Ledford GE, & LeBlanc PV (2000). "Rewards of Work: How They Drive Performance, Retention, and Satisfaction," World at Work Journal, 9(3): 6-18.

15 Conference call #: Access Code: Fundamental Beliefs & Values The study compared fundamental beliefs and values across four generations and found only minimal differences. This growing body of independent research and expert opinion shows that concerns about a generation gap have been overstated and points to flaws in the theory behind this conclusion. Values Difference? Mulvey PW, Ledford GE, & LeBlanc PV (2000). "Rewards of Work: How They Drive Performance, Retention, and Satisfaction," World at Work Journal, 9(3): 6-18.

16 Conference call #: Access Code: This is not to discount what so many are feeling today. There is tension between the different generations, but then there has always been tension. Values Difference?

17 Conference call #: Access Code: Values Difference?

18 Conference call #: Access Code: Values Difference?

19 Conference call #: Access Code: This does not mean that a problem does not exist between the generations; it is just a different problem. Values Difference?

20 Conference call #: Access Code: Approximately 75 million employees will retire over the next 5-15 years AARP Values Difference? Baby Boomers Envision Retirement II - Key Findings Survey of Baby Boomers Expectations for Retirement Prepared for AARP by Roper ASW, 2004

21 Conference call #: Access Code: The Real Issue Between Generations People under pressure People unable to manage emotions intelligently

22 Conference call #: Access Code: The Human Brain Brain Stem Basic Functions Temperature Breathing Heart Rate Reflexes

23 Conference call #: Access Code: Amygdala Site of emotional memory Site of emotional learning Answers one critical question of human survival …fight or flight? The Human Brain

24 Conference call #: Access Code: Neo-Cortex Big Self IQ resides here Site of working memory The Human Brain

25 Conference call #: Access Code: Law of Hardwiring ________ comes before _______. We ____ before we _____. Emotion thought feelthink

26 Conference call #: Access Code: Amygdala Hijack 3. Toxicity Chemicals released into bloodstream Takes hours for the blood to clear! 4 variables 1 The 1 is the one we default to for protection Unaddressed - affect lasts for 18 minutes! 1. Body Responds Increase heart rate Increase breathing Increase reflexes 2. Decrease in working memory

27 Conference call #: Access Code: We Confuse Impact for Intent

28 Conference call #: Access Code: The fundamental question to consider is whether the new generations intention is significantly different from the older generations.

29 Conference call #: Access Code: What are the differences that can confuse managers? The Real Issue Between Generations

30 Conference call #: Access Code: Oldest Child Outwardly, seem to work hardest More serious – live to work More expected of them Boomers Why ? Grew up in a post war economy of abundance With their size, they saw the world revolving around them Sherman, R. O. (2005). Growing our future leaders. Nursing Administration Quarterly, 29(2),

31 Conference call #: Access Code: Middle Child Drive is to differentiate themselves More independent, resilient Work to live Gen X Why ? Grew up as a latch key kid Witnessed parents get downsized Connecting Across the Generations in the Workplace, Human Resources Talent Market Series: Volume 1, Deloitte 2005

32 Conference call #: Access Code: Youngest Child Everything is taken care of them for them by their helicopter parents Technologically savvy More fluid work style Used to having a voice Gen Y Why ? The Empowered generation Brought up in a consumer culture Connecting Across the Generations in the Workplace, Human Resources Talent Market Series: Volume 1, Deloitte 2005

33 Conference call #: Access Code: Expect and Express The Real Issue Between Generations

34 Conference call #: Access Code: The single biggest problem in communication is the illusion that it has taken place. George Bernard Shaw What To Do

35 Conference call #: Access Code: Dont Confuse Impact for Intent Strategy 1: Understand Impact

36 Conference call #: Access Code: I do not like that man I must get to know him better Abraham Lincoln Strategy 1: Understand Impact

37 Conference call #: Access Code: Expectations and Stylenot Values Strategy 1: Understand Impact

38 Conference call #: Access Code: First learn the meaning of what you say, and then speak Epictetus Strategy 2: Clarify Intention

39 Conference call #: Access Code: I know where I stand with my manager. 63% of Y males 69% of Y females 71% of X males 65% of X females disagreed or strongly disagreed Clarity is the Antidote of Anxiety IHHP 2008 Survey

40 Conference call #: Access Code: When all other forms of communication fail, try words. Anon

41 Conference call #: Access Code: Strategy 3: Building Bridges Their view of the situation… their intention Your Understanding Their Understanding Understanding Gap Your view of the situation… their behavior

42 Conference call #: Access Code: To help individuals discover, develop and make the choice to use their vast leadership potential Create learning and drive real behavior change through blended learning IHHP Mission

43 Conference call #: Access Code: Research Inspiring keynotes Assessment Training On site Public Coaching e-Learning Distance learning Books / CDs How Do We Do It?

44 Conference call #: Access Code: We can help your leaders learn to bridge the Generation gap through: Assessment The Big Disconnect programs Powerful keynote address One-day on-site training One-on-one coaching Distance learning Managing Generations

45 Conference call #: Access Code: Upcoming Research, Webinar and White Paper: Leading through turbulent times Whats Next

46 Conference call #: Access Code: Thank you! Q & A


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