1. Valuing and Managing a Multi-Generational Department Idea-Pop 2011

2. …with inspiration from AARP

3. Caveats & Warnings Generalizations abound Session is designed to get us thinking and talking

4. The multi-generational workforce (2011 U.S. BLS data estimates) World War II Generation World War II Generation – born before 1945 (5%) Baby Boom Generation Baby Boom Generation – born 1946 – 1964 (38%) Generation X Generation X – born 1965 – 1980 (32%) Millennial Generation Millennial Generation – born 1980-2000 (25%)

6. How multi-generational is University 101 / NRC (spring 2011 semester )? World War II Generation World War II Generation – Born before 1945 (0%) Baby Boom Generation Baby Boom Generation – Born 1946 – 1964 (22.5%) Generation X Generation X – Born 1965 – 1980 (38.7%) Millennial Generation Millennial Generation – born 1980-2000 (38.7%)

7. World War II Generation b. before 1945 Seminal events Seminal events – Hindenburg tragedy – Disney releases Snow White – Pearl Harbor, World War II – Jackie Robinson joins major league baseball Compelling Messages Compelling Messages – Make do or do without – Stay in line – Sacrifice – Consider the common good Popular technology in their era Popular technology in their era – Radio

8. Baby Boom Generation b. 1946-1964 Seminal events Seminal events – Birth control pills introduced – President Kennedy assassinated – Neil Armstrong walks on the moon – Woodstock – Women’s liberation demonstrations Compelling Messages Compelling Messages – Be anything you want to be – Your can change the world – Live up to expectations Popular technology in their era Popular technology in their era – Television

9. Generation X b. 1965-1980 Seminal events Seminal events – Tandy and Apple market PC’s – Three Mile Island accident – John Lennon killed – AIDs identified – Berlin Wall falls Compelling Messages Compelling Messages – Don’t count on it – Get real – Take care of yourself – Always ask “why?” Popular technology in their era Popular technology in their era – Personal computer

10. Millennial Generation b. 1980 - 2000 Seminal events Seminal events – Nelson Mandela released – Princess Diana dies – Columbine High School shootings – World Trade Center attacks – Hurricane Katrina Compelling Messages Compelling Messages – You are special – Achieve now! – Connect 24/7 – Serve your community Popular technology in their era Popular technology in their era – The internet

11. Is your department “generations-friendly?” ? ? ?

12. Multiple Generations in Your Department A quick quiz… To which of these statements can you answer “yes”

13. Assets, Motivators, and Rewards

14. AssetsMotivatorsRewards WWII Generation experience, dedication, stability, loyalty, maturity connect actions to the overall good of the department tangible symbols of loyalty, commitment and service (plaque, certificate) Baby Boomers service orientation, team perspective, experience, knowledge leaders who get them involved and show them how they can make a difference personal appreciation, promotion, and recognition Generation X adaptability, techno-literacy, creativity, willingness to buck system the ability to get the job done on their own schedule free time, upgraded resources, opportunities for development, resume building recognition Millennials optimism, collective action, ability to multi-task, tech savvy connecting actions to their personal and career goals awards, certificates, tangible evidence of credibility

15. Whatdrivesthemcrazyaboutmanagers?

16. WWII Generation Seem too touchy-feely, are indecisive, worry about making unpopular decisions, use profanity and slang, use experimental, trendy management style, are disorganized Baby Boomers Are not open to input, are bureaucratic, send a “my- way-or-the-highway” message, are brusque, don’t show interest, practice one-upsmanship Generation X Micro-manage, don’t walk the talk, spend too much time on process and too little on results, are flashy, are bureaucratic, schmooze Millennials Are cynical and sarcastic, treat them as if they are too young to be valuable, are threatened by their technical savvy, are condescending, and are inconsistent and disorganized

17. Is your department “generations-friendly?” The more statements that match behavior in your department, the more your department is likely to be “generations-friendly”?

18. Ideas / examples to share ???

19. Benefits of the Multi-generation Work Team Can attract and retain talented people of all ages Is more flexible Decisions are stronger because they are broad-based and reflect multiple perspectives Is more innovative and creative Can meet the needs of a diverse public and can relate more effectively

20. Building Healthy Relationships Learn about people’s passions Get over yourself Listen to their stories Make connections Avoid assumptions Set people up to win and to be smart --- from Brilliance by Design: Creating Learning Experiences That Connect, Inspire, and Engage, by Vicki Halsey, Berrett-Koehler Publishers (2011)

21. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments

22. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments Ask people about their needs and preferences – Again, no assumptions

23. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments Ask people about their needs and preferences – Again, no assumptions Offer options whenever possible – Consider diverse needs

24. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments Ask people about their needs and preferences – Again, no assumptions Offer options whenever possible – Consider diverse needs Personalize your style – Find creative ways to meet varied expectations

25. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments Ask people about their needs and preferences – Again, no assumptions Offer options whenever possible – Consider diverse needs Personalize your style – Find creative ways to meet varied expectations Build on strengths – Recognize uniqueness of individuals

26. 6 principles for managing generations Initiate conversations about generations – No assumptions, no judgments Ask people about their needs and preferences – Again, no assumptions Offer options whenever possible – Consider diverse needs Personalize your style – Find creative ways to meet varied expectations Build on strengths – Recognize uniqueness of individuals Pursue different perspectives – Move beyond tolerating differences to embracing them

27. What? So what? Now what?

28. Work Cited (or ripped off) Leading a Multigenerational Workforce http://assets.aarp.org/www.aarp.org_/articles/money/em ployers/leading_multigenerational_workforce.pdf Retrieved 4/26/2011