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Understanding Each Other and Working Together, Multigenerational Health Teams Karen Dunlop RN BN LLB May 2007.

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Presentation on theme: "Understanding Each Other and Working Together, Multigenerational Health Teams Karen Dunlop RN BN LLB May 2007."— Presentation transcript:

1 Understanding Each Other and Working Together, Multigenerational Health Teams Karen Dunlop RN BN LLB May 2007

2 The world is changing Pluto is no longer a planet!Pluto is no longer a planet!

3 And so are we…

4 Multigenerational Workforce Today there are at least three and sometimes four generations working together in the workplace.Today there are at least three and sometimes four generations working together in the workplace. –Veterans, born before 1945 –Baby Boomers, born –Generation X, born –Millennial, born after 1980 Boychuck Duchscher J.E., Cowin L., Multigenerational Nurses in the Workplace, JONA Vol. 34, No. 11, pp , 2004.Boychuck Duchscher J.E., Cowin L., Multigenerational Nurses in the Workplace, JONA Vol. 34, No. 11, pp , 2004.

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6 The Veterans, born before 1945 Born into conservative, overprotective, two parent, one income households; as children, were “seen and not heard”.Born into conservative, overprotective, two parent, one income households; as children, were “seen and not heard”. Rules were clear, authority clearer.Rules were clear, authority clearer. Heroes had clear unarguable and great purposes such as saving the world.Heroes had clear unarguable and great purposes such as saving the world. Born into the Industrial age.Born into the Industrial age.

7 Veterans’ Work Ethic Aspired to and expected life long single employer career.Aspired to and expected life long single employer career. Diversity was uncommon.Diversity was uncommon. Future was predictable. Roles were clear and traditional.Future was predictable. Roles were clear and traditional. Fiscally prudent or frugal.Fiscally prudent or frugal. Value organizational loyalty, discipline, teamwork, pay your dues.Value organizational loyalty, discipline, teamwork, pay your dues.

8 Veterans’ Work Ethic Value history and experience.Value history and experience. Comfortable with chain of command. Believe in central command and control.Comfortable with chain of command. Believe in central command and control. Expect professional managers in a hierarchical structure, who communicate formally and officially in a proper manner.Expect professional managers in a hierarchical structure, who communicate formally and officially in a proper manner. Want formal recognition, symbols of prestige and status.Want formal recognition, symbols of prestige and status.

9 Coaching Veterans Acknowledge their knowledge and experience.Acknowledge their knowledge and experience. Use one-to-one face to face meetings; formal feedback, recognition and communication mechanisms.Use one-to-one face to face meetings; formal feedback, recognition and communication mechanisms. Acknowledge their long service.Acknowledge their long service. Teach them about evidence based practice, research, new models of care, shared leadership.Teach them about evidence based practice, research, new models of care, shared leadership. Encourage them to express views, question decisions if they see a problem.Encourage them to express views, question decisions if they see a problem.

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11 Baby Boomers Comprise at least 55% of the workforce.Comprise at least 55% of the workforce. “Me” generation.“Me” generation. Raised in nuclear traditional families.Raised in nuclear traditional families. Spirit of rebelliousness and idealism.Spirit of rebelliousness and idealism. Learned to challenge authority and value those who questioned the status quo.Learned to challenge authority and value those who questioned the status quo. Equate work with self-worth, and personal fulfillment.Equate work with self-worth, and personal fulfillment.

12 Baby Boomers Strong work ethic.Strong work ethic. Invented the word “workaholic”.Invented the word “workaholic”. Competitive, strong willed.Competitive, strong willed. Desire but did not achieve work-life balance.Desire but did not achieve work-life balance. Will work longer than traditional cohorts.Will work longer than traditional cohorts.

13 Baby Boomers’ Work Ethic Want to work in organizations that are democratic, humane, caring and have a positive effect on the world.Want to work in organizations that are democratic, humane, caring and have a positive effect on the world. Value a manager who knows them personally and treats them as a peer.Value a manager who knows them personally and treats them as a peer. Expect their individual achievements and contributions to be acknowledged.Expect their individual achievements and contributions to be acknowledged. Value a strong work ethic.Value a strong work ethic.

14 Coaching Baby Boomers Recognize their achievements with formal status symbols and titles.Recognize their achievements with formal status symbols and titles. Peer to peer coaching situations.Peer to peer coaching situations. Recognize with perks.Recognize with perks. Understand they are a stressed “Sandwich generation”.Understand they are a stressed “Sandwich generation”. Provide organizational supports, stress management resources and continuing education.Provide organizational supports, stress management resources and continuing education.

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16 Generation X Raised in dual income or single parent households of ethnically or culturally diverse parents, in an adult orientated society.Raised in dual income or single parent households of ethnically or culturally diverse parents, in an adult orientated society. Under protected, latchkey kids.Under protected, latchkey kids. Self-reliant, resourceful, technologically savvy.Self-reliant, resourceful, technologically savvy. Born in the Information Age.Born in the Information Age. Saw their workaholic parents get downsized.Saw their workaholic parents get downsized.

17 Generation X Described as alienated, skeptical, cynical, nonconformist and radically individualistic.Described as alienated, skeptical, cynical, nonconformist and radically individualistic. Grew up with Sesame Street and computers in the classroom.Grew up with Sesame Street and computers in the classroom. Learned to be self-reliant and turned to friends to fill the gap from absent parents.Learned to be self-reliant and turned to friends to fill the gap from absent parents. Pragmatic, outcome focused, independent.Pragmatic, outcome focused, independent. No faith in institutions.No faith in institutions.

18 Generation X Work Ethic Want to work independently on outcomes.Want to work independently on outcomes. Want opportunities for professional growth.Want opportunities for professional growth. Are committed to their profession, not their employer.Are committed to their profession, not their employer. Value “employability”, not long term employment.Value “employability”, not long term employment. See work is a job.See work is a job. Have a “free agent” mentalityHave a “free agent” mentality

19 Generation X Work Ethic Focused on information rather than personal experience. Want facts over emotion.Focused on information rather than personal experience. Want facts over emotion. Expect immediate feedback and success.Expect immediate feedback and success. Less willing to make sacrifices for the greater good (not part of it).Less willing to make sacrifices for the greater good (not part of it). Are not interested in process, committees that don’t accomplish anything.Are not interested in process, committees that don’t accomplish anything.

20 Coaching Gen Xers Give them a task and leave them alone.Give them a task and leave them alone. Provide opportunities to grow professionally.Provide opportunities to grow professionally. Provide technological resources e.g. internetProvide technological resources e.g. internet Allow them to learn by doing e.g. role playingAllow them to learn by doing e.g. role playing Listen to their input and feedback.Listen to their input and feedback. Deemphasize bureaucratic obstacles.Deemphasize bureaucratic obstacles. Respect their value for work life balance.Respect their value for work life balance. Recognize them on the basis of merit.Recognize them on the basis of merit.

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22 Millennial The second largest demographic cohort, after their parents, the Baby Boomers.The second largest demographic cohort, after their parents, the Baby Boomers. Born into multicultural, biracial parents, many in single parent households.Born into multicultural, biracial parents, many in single parent households. Optimistic, goal orientated, educated, ambitious, confident, technologically sophisticated.Optimistic, goal orientated, educated, ambitious, confident, technologically sophisticated. Accept that the world is a global economy.Accept that the world is a global economy. Understand multiculturalism as a way of life.Understand multiculturalism as a way of life.

23 Millennial Respect authority, hard earned achievement, hierarchy and teams. Morally grounded.Respect authority, hard earned achievement, hierarchy and teams. Morally grounded. Similar to Veterans in sociopolitical attributes and work ethic.Similar to Veterans in sociopolitical attributes and work ethic. Share the Veterans traditional values, respect for heroes that accomplish great things e.g. 9/11Share the Veterans traditional values, respect for heroes that accomplish great things e.g. 9/11 Considered generous, sociable, practical and morally convicted.Considered generous, sociable, practical and morally convicted.

24 Millenials’s Work Ethic Expect work-life balance.Expect work-life balance. Expect mutual respect, support, commitment and trust.Expect mutual respect, support, commitment and trust. Like working in teams.Like working in teams. Tolerant, loyal, motivatedTolerant, loyal, motivated Have career plans and paths.Have career plans and paths.

25 Millenials’s Work Ethic Change is inherent in their lives.Change is inherent in their lives. Multitask easily.Multitask easily. Technologically confident.Technologically confident. May have limited social and personal interaction skills.May have limited social and personal interaction skills. May have limited clinical or practical experience.May have limited clinical or practical experience. Outspoken.Outspoken.

26 Coaching Millennial Want information, education, communication and lots of feedback.Want information, education, communication and lots of feedback. Want a leader who has a vision, can communicate, is honest, has integrity, can motivate others, is knowledgeable and supportive.Want a leader who has a vision, can communicate, is honest, has integrity, can motivate others, is knowledgeable and supportive. Want lots and lots of coaching and mentoring.Want lots and lots of coaching and mentoring. Expect structure, guidance and extensive orientation.Expect structure, guidance and extensive orientation.

27 Coaching Millennial They want to be involved in decision making and implementation of new practices.They want to be involved in decision making and implementation of new practices. They have little patience for a lack of resources, rigidity, or blind insistence on doing things “the way they have always been done”.They have little patience for a lack of resources, rigidity, or blind insistence on doing things “the way they have always been done”. They want to learn from experience but not be burdened by it.They want to learn from experience but not be burdened by it.

28 Technology has flipped traditional hierarchy of knowledge Younger generations know more about technology.Younger generations know more about technology.

29 Stress in the workplace

30 The #1 issue in health care today: Recruitment and retention (health human resources).Recruitment and retention (health human resources). Ours is an aging workforce.Ours is an aging workforce. Boomers poised to retire.Boomers poised to retire. We are not educating, hiring or retaining enough nurses to replace us.We are not educating, hiring or retaining enough nurses to replace us. –30% of new graduates leave nursing.

31 Why do nurses leave? Not valued as a professionalNot valued as a professional Not respected as a personNot respected as a person Loss of selfLoss of self Lack of recognitionLack of recognition Workplace stressWorkplace stress Lack of acceptanceLack of acceptance Lack of opportunities in nursing/other opportunities available.Lack of opportunities in nursing/other opportunities available.

32 Sources of Disrespect Other nursesOther nurses Other staffOther staff Patients and their familiesPatients and their families The organizationThe organization

33 Conflict Inevitable in human interactions….Inevitable in human interactions…. Unresolved conflict leads to error, staff turnover, decreased patient satisfaction.Unresolved conflict leads to error, staff turnover, decreased patient satisfaction.

34 Generational Conflict Members of each generational cohort share common experiences that influence their attitudes and expectations toward authority, organizations, work expectations, career goals and private life.Members of each generational cohort share common experiences that influence their attitudes and expectations toward authority, organizations, work expectations, career goals and private life. These perspectives can create stress, misunderstanding and conflict in the workplace.These perspectives can create stress, misunderstanding and conflict in the workplace.

35 The generational divide Disrespect DisconnectDisrespect Disconnect ↓↓ Peer conflict Poor working relationshipsPeer conflict Poor working relationships ↓↓ =Burnout+ Professional attrition

36 “Every generation blames the one before”* Believing one’s own perspective to be unique and universal.Believing one’s own perspective to be unique and universal. Different assumptions regarding roles.Different assumptions regarding roles. –Participating vs. challenging –Pay your dues Focus on differences not strengths.Focus on differences not strengths. Expecting to teach not learn.Expecting to teach not learn. *Mike and the Mechanics, In the Living Years.*Mike and the Mechanics, In the Living Years.

37 Why do nurses stay?

38 The people

39 Workplace attributes Strong visible nurse leader.Strong visible nurse leader. AutonomyAutonomy Respectful work relationshipsRespectful work relationships Control over workControl over work

40 R-E-S-P-E-C-T

41 Respect Requires valuing and understanding of each other.Requires valuing and understanding of each other. –As a team, group –As an individual. Stereotypes and generalities are used only as guideposts.Stereotypes and generalities are used only as guideposts. –Generational –Area or place of practice e.g. ER nurses

42 COMMUNICATION

43 You’re so phat…

44 “Beam me up Scotty”

45 VALUING

46 Valuing every member of the team VeteransVeterans –experience, knowledge, skill and judgment Baby BoomersBaby Boomers –clinical and organizational experience. Gen XersGen Xers –innovative, independent, creative, new models. MillennialMillennial –technologically sophisticated, connected, spirit of optimism.

47 STRATEGIES

48 Strategies for Leaders Conduct a generational inventory.Conduct a generational inventory. Hold every employee to the same expectations, organizational policies, code of conduct.Hold every employee to the same expectations, organizational policies, code of conduct. Promote the concept of team.Promote the concept of team. Set ground rules the reinforce an expectation of respect and tolerance.Set ground rules the reinforce an expectation of respect and tolerance. Communicate, communicate, communicate.Communicate, communicate, communicate. Be a role model.Be a role model.

49 Strategies for Leaders Explore new ways of doing things.Explore new ways of doing things. –New nurses are not interested in lengthy outdated policies and procedures, delayed communication, meetings. Develop a generation-sensitive coaching and mentoring style.Develop a generation-sensitive coaching and mentoring style.

50 Strategies for Leaders Promote career management to manage turnover.Promote career management to manage turnover. Create, facilitate or promote continuing education and professional growth opportunities.Create, facilitate or promote continuing education and professional growth opportunities.

51 Strategies for Leaders Be prepared to flex your leadership style.Be prepared to flex your leadership style. New nurses want leaders who are honest, able to motivate others, have a positive outlook, good communication skills, an approachable demeanor, knowledgeable and supportive.New nurses want leaders who are honest, able to motivate others, have a positive outlook, good communication skills, an approachable demeanor, knowledgeable and supportive. Promote a culture of inquiry, respect and support.Promote a culture of inquiry, respect and support.

52 All staff Talk to each other.Talk to each other. Celebrate the strengths of every member of the team.Celebrate the strengths of every member of the team. Expect to learn from others.Expect to learn from others. Cut others some slack.Cut others some slack. Remember……Remember……

53 Conflict Resolution Zero tolerance policy for bullying.Zero tolerance policy for bullying. Commit to resolving conflict.Commit to resolving conflict. –Ethical responsibility –Consistent with Nursing’s commitment to “caring” Conflict resolution tools, workshopsConflict resolution tools, workshops

54 Choose to view diversity as a strength Veterans:Veterans: What tasks require close attention to detail? Where does the unit have a need for resource conservation?What tasks require close attention to detail? Where does the unit have a need for resource conservation? Boomers:Boomers: Where is the need to “roll with the punches” most needed? Which tasks require independent thinking?Where is the need to “roll with the punches” most needed? Which tasks require independent thinking?

55 Choose to view diversity as a strength Gen Xers:Gen Xers: What requires a fresh look/new way of doing things? What project can best be accomplished independently?What requires a fresh look/new way of doing things? What project can best be accomplished independently? Millennials:Millennials: Where are culturally sensitive views important? What processes require advanced technology?Where are culturally sensitive views important? What processes require advanced technology?

56 Commit to each other

57 We’re all in this together…


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