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With Chuck Underwood. In The Marketplace Generational Strategy  Market/Marketing Research  Development of Products & Services  Marketing, Advertising,

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Presentation on theme: "With Chuck Underwood. In The Marketplace Generational Strategy  Market/Marketing Research  Development of Products & Services  Marketing, Advertising,"— Presentation transcript:

1 with Chuck Underwood

2 In The Marketplace Generational Strategy  Market/Marketing Research  Development of Products & Services  Marketing, Advertising, Public Relations  Patient Care/Customer Service  Legislative Relations  Volunteerism

3 In The Workplace Generational Strategy  Recruitment  Retention & Engagement  Management  Fulfillment & Productivity  Understanding & Cooperativeness  Training & Leadership Development  Succession Planning

4 How Generations Happen 3 Truths 1. Formative years mold core values. 2. Five living generations. 3. Generational values guide decisions.

5 America’s Generations G. I. 1901 - 192682+ Silent 1927 – 194563 to 81 Boomer 1946 - 196444 to 62 GenX 1965 - 198127 to 43 Millennial 1982 - present0 to 26

6 Boomers

7 We Win !

8 Boomers Birth years: 1946 – 1964 Current age: 44 to 62 # born: 79,907,844 Formative years.: ’50s to early ’80s

9 Boomers “We need idealistic children.” Dr. Benjamin Spock Common Sense Book Of Baby And Child Care

10 Boomers The Consciousness Movement 1961 - 1975

11 Boomers Passion. Masses. Idealism.

12 Boomers The Consciousness Movement Civil Rights Movement FeministMovement EcologyMovement War ProtestMovement SexualRevolution DrugRevolution

13 Boomers “I have a dream today!” MLK August 28, 1963

14 Boomers Happy Days !

15 Boomers “We do not feel like a cool, swinging generation. “We are eaten up by an intensity we cannot name.” Commencement Address Radcliffe College, 1968

16 Boomers Second-Wave Boomers Born: 1955 to 1964 Graduate HS: mid ’70s - early ’80s Current age: 44 to (about) 53

17 Boomers Second-Wave Boomers Missed Consciousness Movement Don’t feel like Boomers or X’ers Who are we??

18 Boomers Second-Wave Boomers Nuclear family intact Live life to the fullest Unlimited opportunity Career-driven

19 Boomers Second-Wave Boomers Belief in meritocracy Respect for knowledge Individuality is precious Forever Young Empowerment & engagement

20 Boomers Second-Wave Boomers Skeptical, but not cynical More materialistic Less optimistic

21 Boomers ‘Nam 1.Engagement 2.Empowerment 3.Hard Lesson

22 Boomers Career “Ambushed” Fierce competition The Career-Driven Generation

23 Boomers Financial Pressure Layoffs Age discrimination

24 Boomers Financial Pressure Eldercare Extended childcare Poor savers

25 Boomers Print ad – Morgan Stanley

26 Boomers (2006) BOOMERS TURN 60

27 Boomers “Bring it on!” No hurry to retire

28 Boomers The Revised Book Of Life by the boomers

29 Boomers LIVING LIFE THEIR WAY

30 Boomers “ The country is starved for integrity ”

31 Boomers Skateboard Mom

32 Boomers Mamapalooza

33 Outgoing, extroverted Assertive, aggressive Willing to take control Comfortable in the spotlight Boomers

34 TV spot – Walt Disney World

35 Boomers Aging is mandatory. Growing old is optional.

36 Boomers TV spot - Ameriprise

37 Boomers Boomers At Work The Career-Driven Generation Ethics & values important Leaders, assertive Work = vitality = engagement

38 Boomers Boomers At Work Care about company, all employees Fair play for all Pay dues, play by rules, challenge ‘em Co-worker relationships important

39 Boomers Boomers At Work Hard workers Outgoing personalities “Comfortable” with technology Usually comfortable with change

40 Boomers Boomers At Work Team builders Wisdom Varied experiences Loaded with “practical intelligence”

41 Boomers Recruiting Boomers Seek growth, not just income Flexible hours: eldercare & childcare More mobile than younger generations?

42 Boomers Recruiting Boomers Retirement security is priority Explain big picture Explain short & long-term goals Prove organization is ethical Discuss fulfillment, personal growth Buzzword Bias?

43 Boomers Managing Boomers Consider new work arrangements Give choice, flexibility Include them in all new training Trade retirement security for more work? Promote or move them laterally

44 Boomers AVOID THE BRAIN DRAIN ! 1. Aggressive, refined recruiting system 2. Internal mobility 3. Alternative work systems 4. Reduce their stress, burnout 5. Customize benefits and incentives

45 Boomers

46 Generational Strategy 1.Understand each generation’s unique formative years… 2.Understand each generation’s unique core values… 3.“Connect” with each generation in the workplace, marketplace, and living room.

47 Contact Chuck The Generational Imperative, Inc. 1343 Fleming St. Cincinnati, OH 45206 513 – 221 - 1973 chuck@genimperative.com www.genimperative.com


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