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Working Across The Generations Presented by Bruce Lee March 2, 2010 Proven! Practical! Performance based! Productivity up to 40% + From Good To Great! Extra Slides Today’s Objectives 1. Understand the needs and expectations of Generation Y and all Generations 2. Learn how to motivate everyone for retention and loyalty 3. Understand how to make a difference in everyone’s life! Evaluation Form or Business Card “All” Coaching follow up This session includes a one hour private coaching call on the topic of your choice: ie: for clarification / recommendations. Why Employees Leave Prior to Hiring Winners, Understand: • People leave bosses • 22% are planning to leave - 1/3 changed jobs to escape co-workers • Less than 20% consider fully engaged - 63% plan to stay with employer The #1 Reason Employees Leave A recent poll of the 1000 largest North American companies showed that lack of recognition and praise is the Number One reason employees leave an organization. - Robert Half International The 4 Generations Demographers: Generation Y 1981 – 1999 (10 – 30) 20% workforce - Echo Generation Generation X 1965 – 1980 (30 – 45) 29% - 1991 Douglas Copeland “Gen X: Tales for an Accelerated Culture” Baby Boomers 1946 – 1964 (45 – 64) 42% - 14% are over 56, and will retire in 10 (?) years - Canada faces pot. shortage of 1.2 m by 2020 Traditionalists / Silent Pre 1945 9% Time Magazine: - “What’s-in-it-for-me generation.” - “Never-ending adolescence generation.” - “Yhe generation that won’t grow up.” Two Sources of Conflict 1. Performance Based Conflict • Where the expectations of team members are not met. - trust is broken - team work not as effective Unfulfilled expectations. Managers Don’t Manage People They manage people’s behavior Managers shift behavior to improve productivity You have the power to shape your experience Possibility thinking – calm confidence 2. Relationship Based Conflict • An individuals behaviors are not acceptable to the other person. • Personalities get in the way. - interpersonal skills – lack of? Communication Miscommunication: is reported to be the #1 cause of workplace conflict, low morale and poor teamwork. MEMO To: Office Manager: Peru Subject: Employee List Please provide head office with full details of factory and office head count, broken down by sex. REPLY To: Head Office Personnel Subject: Employee List As per your request, we detail the following: • 249 Factory workers • 31 Office personnel • 3 Sick Leave None of these is broken down by sex. Our problem is alcohol. More On Communication 1. Master the art of “Question Power” 2. Practice high performance listening 3. Avoid the 2 traps of working with people - make assumptions - talk too much Survey: Which Generation Are You? Generation Y 1981 - 1999 Generation X 1965 - 1980 Baby Boomers 1946 - 1964 Traditionalists / Silent pre 1945 Traditionalist Boomers Loyalty, dedicated, honor Personal growth, ambition, Value sacrifice, hard working, youthfulness, equality, compliance collaborative Stability, support from the Ambition & hard work Expectations company during re- rewarded, opportunities to organization climb corp. ladder Respect of authority, loyal Challenge authority, loyal Behaviour to organization to the team and teamwork Create a legacy! Put their stamp on Goal everything they do! Long term commitment Add value by going the Organization extra mile Expectation Seniority and job titles are Democratic flat Authority respected – “Tell me what I organizations – “Let me Expectation should do for you.” show you what I can do”! Traditionalist Boomer Life shaping: Life Shaping: Depression, Man on the Moon, WWII, Vietnam, Free Love - the Pill, Clips coupons “60 is the new 40” Sixty is now “sexty” FRUMPS: frugal Kraft dinner responsible, unpretentious TV trays to eat TV dinners mature person Reused aluminum foil Plastic flowers Find Y’s as sloppy, undisciplined Movies: Movies: Ben Hur, Sound of Music, 10 Commandments, Dr. Zhivago, Music: Perry Como, Beatles, Beach Boys, Ingelburt Monkees, Elvis, Bobby Darin Traditionalists have referred to X or Y as young whippersnappers - Creators of the Baby Boom - Silver Tsunami Immortality “I don’t want to achieve immortality through my work: I want to achieve immortality by not dying.” - Woody Allen, Baby Boomer The key to immortality, is to first live a life worth remembering. Gen X Gen Y Independent, pragmatic, Optimistic. confident, Value flexible, adaptive, results innovative, diversity driven focused, Technology rules Challenging work, Rapid career growth, Expectations environment, continuous continuous change, learning, work-life balance personalized experiences Focus on results, loyal to Loyal to peers, respect for Behaviour their manager, skills not title, focused on unimpressed by authority change through technology Maintain independence in Find work and create a life Goal all areas of life with meaning Organization Exceed the expectations Wants to be treated equally and deliver results Expectation Authority Skills and competence They are the competence! – respected – “Tell me what “Show me what you can do Expectation you can do for me”. for me right now”. Gen X Gen Y Life Shaping: stagflation, Life shaping: 9/11, reality Gulf War, MTV TV, AIDs, safety laws, internet boom/bust, Columbine Nextors, Boomlets, Digital Generation, Rock Stars, Kippers: kids in parents pockets Don’t let get stuck in a rut – rotate to motivate – around the company Movies: Star Wars, Jaws, Movies: ET, Raiders of Close Encounters, Exorcist Lost Ark, Titanic, Jurassic Park, Independence Day Music: Bee Gees, Rod Music: Police, Olivia Stewart, Elton John Newton John, Kim Carnes, Marieh Carey, Boys - Men, Find Boomers rigid, formal and bureaucratic Gen Y is all about Technology (10/2007) • 97% have a computer • 94% own a cell phone • 78% use Instant Messaging. • 75% of students have a Face book account • 60% own some type of expensive portable music and/or video device such as an iPod. • 49% download music using peer-to-peer file sharing • 33% use websites as their primary source of news • 28% have a blog and 44% read blogs • 15% of IM users are logged on 24 hours a day/7 days a week • Internet 24/7 is expectation Social Networking Social Networking Sites • Facebook 350. m • MySpace (14 & up) 135. m • Twitter 45. m • Classmates 51. m • Flickr 32. m • YouTube 300. m • Nexopia (Edmonton based) 2. m • LinkedIn 53. m Warning! • “Youthful indiscretions” • 28% of US Colleges investigate applicants social media profiles – their online persona = 39% had a negative impact Employers blocking employee access – why? - employee opinion: progressive? regressive? Unique Ideas… Burger King “Whopper Sacrifice”: - un-friend 10 friends for a free Whopper = lots of free press - shutdown Engagement Ads: - NY Times “Obama issue” - sent 220,000 times, their fans tripled Warning - Texting People under 45 send & receive 3 times as many texts as calls on their phone - 85 billion a month 79 % of survey texted while driving 43 % texted skiing, horseback riding, biking 16 % at a funeral 14 % during romantic interlude = absent presence as they disengage Result: Emergency room visits and deadly accidents Strength: Technology How to engage and develop? • Work environment – Cell phones – PDA’s/Laptops – Instant Messaging – Corporate Intranet – Telecommuting Issue: Communication How to engage and develop? • Image • Recruitment • Orientation • Daily • Listen to Gen Y • Sharing of information • Training • Tap into their network of friends Gen Y as a Resource How to engage and develop? • Skills Assessment • Individual Development Plan – Webinars • Functional Scheduling • Employee Opinion Surveys Engagement = Retention Must Be Inspired - from the inside out Gallup Poll, July 2009 Only 30% of corp. workforce fully engaged - employee engagement = customer engagement Best Buy: a .1% increase = $100,000 per year more profit over 1200 stores Only 20% actively disengaged – trying to undermine others work The Power of Trust 2006 The 5 Waves 1. First Wave – Self Trust: Principle of Credibility - Integrity – are you congruent? - Intent - what is your Agenda? - Capabilities – are you relevant? - Results – what’s your track record? 2. Second Wave – Relationships: Principle of Behaviour 13 Behaviours: Talk straight, demonstrate respect, create transparency, right wrongs, show loyalty, deliver results, get better, confront reality, clarify expectations, practice accountability, listen first, keep commitments, extend trust: Create An Action Plan. Stakeholder Trust: 3 - 5 Waves How to increase speed, lower costs and maximize influence of your organization. Third Wave – Organizational Trust - Principle of Alignment Forth Wave – Market Trust - Principle of Reputation Fifth Wave – Societal Trust - Principle of Contribution 1990 - Principle Centered Leadership • Stephen R. Covey The 4 Levels of Natural Laws • “There are three constants in life…change, choice and principles. If you focus on principles, you empower everyone who understands those principles to act without constant monitoring, evaluating, correcting or controlling.” • Personal – Trustworthy • Interpersonal - Trust • Managerial - Empower • Organization - Alignment • Personal – work on you = Trustworthiness – Character / Competence • Interpersonal – relationships = Trust – communication / leadership • Managerial – supervise = Empowerment – mission / greatest asset • Organizational – performance = Alignment – buy into / creativity Recent Newspaper Add I came for the job, I stayed for the team. New Challenges, New Horizons (Health Care) Accelerating People 1. CARE 2. LISTEN 3. DO 4. SURPRISE Which are good customer care attributes too. Their future is bigger than your past! New expectations breeds new choices Inspired Leadership “Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard, he building of a personality beyond its normal limitations.” Peter Drucker (39 books) 1909 – 2005 (age 95) Focus on their strengths - Then make high demands based on a persons strengths Periodically review their performance Create workplace conditions where employees can live up to their potential 5 Qualities To INSPIRE 1. Vision 2. Confidence 3. Action 4. Communication 5. Continuous Education Objective: Continue to create new appreciation by and for your employees. Developing Rapport Tell me about yourself... So I can learn how to motivate you! What Motivates? • Money Managers • Interesting Work _______________________ • Appreciation _______________________ • Job Security _______________________ • Being An Insider • Promotion Employees • Empathy for problems _______________________ • Working conditions _______________________ • Loyalty from company _______________________ • Tactful disciplining What Motivates? • Money Managers • Interesting Work _______________________ • Appreciation _______________________ • Job Security _______________________ • Being An Insider • Promotion Employees • Empathy for problems * Appreciation • Working conditions * Being an insider * Empathy for problems • Loyalty from company • Tactful disciplining What Motivates Employees To Stay Workspan Magazine: Feb. 6/08 HR Executives Employees Management climate Benefits Supervisor relationships Compensation - people quit supervisors Growth & Work environment Earning Potential How To Accelerate GEN Y S A M Managers Don’t Manage People They manage people’s behavior Managers shift behavior to improve productivity S.A.M. What Motivates? Working to your strengths Talent and Productivity Top 1% vs. Average Productivity Low Complexity The top performs 52 better 52% than the average. Medium Complexity The top performs85 better 85% than the average. High Complexity 127 The top performs 127% better than the average. *Hunter, Schmidt, & Judiesch(1990), Journal of Applied Psychology, vol 75(1), p. 28-42. Set High Expectations High achievement = high expectations General Norman Schwarzkopf Appreciation Is Key “Make me feel important”. Mary Kay Ash, 1918 – 2001 Founder, Mary Kay Cosmetics Making a Difference “Treat people as if they were what they should be, and you help them become what they are capable of becoming.” Johann von Goethe Empowerment! Johann Wolfgang von Goethe “For a (man) to achieve all that is demanded of him, he must regard himself as greater than (he) is”. 1749 – 22 March 1832 was a German writer, "Germany's greatest man of letters, and the last true polymath to walk the earth”. S.A.M. Conclusion If You Change Just One Thing, You Change Everything! The Greatest Management Principle Things that get recognized and rewarded, get repeated! -Michael LeBoeuf -Reward Creativity! The Goal Empowerment Definition Seeing the best in others, (& you) helping them see it in themselves, and holding them accountable. Invoke Evoke Provoke Cirque du Soleil’s mission is to invoke the imagination, provoke the senses and evoke the emotions of people around the world. Guy Laliberté – Sept. Space Tourist, 19 shows, 1,000 artists, 4,000 employees from over 40 countries Lesson From A Dragon Passion “If you don’t have passion, get out.” Brett Wilson - Investing in people - “We can do more.” Grow The Generations By Challenges You create high morale by creating an atmosphere of trust. How do you encourage an employee to accept greater responsibility? Constantly challenge them. Ways To Support GEN’s • Gives respect - value diversity, gender, sexual orientation, age, race, physical abilities, culture • Communicates effectively - two way conversation get people to open up, it’s not just what you say, it’s how you say it • Leads by example - change agent, practice what you preach • Constant feedback and recognition - supportive and corrective feedback, ask: “What drives you crazy about the way I manage you?” Building Your Leadership Bench Empower in a timely way Ensure everyone has the proper tools and training to do the job Create a “great place to work” culture Is a coach, cheerleader and champion Knowing The Generations Understanding is not what makes the difference. You need to act on the information. The Power of 1% Excellence Excellence (Latin roots) “ex” meaning “out from” “cellere” meaning “rising” Rising out from the original state of potentiality. Be the best you can be! - A rejection of the status quo - “Good Enough – Never Is!” Journey of a Lifetime! Love Your Job “Oh my God, I love my job”! Find a job you love, and you will add 5 days to the week! Speaker Information Bruce Lee Strategist, Productivity Coach, Speaker, MC (403) – 241 – 6212 BruceLeeSpeaker@shaw.ca www.BruceLeeSpeaker.com Evaluation Form or Business Card “All” Coaching follow up This session includes a one hour private coaching call on the topic of your choice: ie: for clarification / recommendations. Generations Article There is an article on this topic available for your internal use such as training or a newsletter. Persistence - Don’t Give Up “Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” -Thomas Edison 1847 – 1931 Persistence Pays That last ditch effort can pay off Take A Risk “The trouble is, if you don’t risk anything … you risk even more.” - Erica Jong Measurement Resources to assist you to develop your reputation. Talent and Productivity Top 1% vs. Average Productivity Low Complexity The top performs 52 better 52% than the average. Medium Complexity The top performs85 better 85% than the average. High Complexity 127 The top performs 127% better than the average. *Hunter, Schmidt, & Judiesch(1990), Journal of Applied Psychology, vol 75(1), p. 28-42. Coaching Skills Self Assessment Below are 20 characteristics employees have used to describe bosses they rate as effective coaches. Rate yourself in terms of what you think your employees would say about you. Please be honest. These answers are meant for your eyes only. SCORING KEY: 1. Rarely Displayed 2. Sometimes Displayed 3 Frequently Displayed 4. Usually Displayed 5. Almost Always Displayed As a coach, I: 1. Capitalize on my employee’s strengths 1 2 3 4 5 2. Give my employees visibility 1 2 3 4 5 3. Provide freedom to do their job 1 2 3 4 5 4. Set high standards of excellence 1 2 3 4 5 5. Orient employee to our company values and business strategies 1 2 3 4 5 6. Hold employees accountable 1 2 3 4 5 7. Protect employees from undue stress at work 1 2 3 4 5 8. Encourage employees when he/she is discouraged or about to undertake new or difficult assignments 1 2 3 4 5 9. Provide information about the company and the employee’s role in the attainment of company goals 1 2 3 4 5 10. Make performance expectations and priorities clear 1 2 3 4 5 11. Take the time to build trust 1 2 3 4 5 12. Provide appropriate training and support when needed 1 2 3 4 5 13. Solicit and really listen to their ideas 1 2 3 4 5 Complimentary Resources Complimentary Articles: • 1. Conflict Resolution (Winning With Difficult People) • 2. Personality Styles Matrix - details of #1 personalities D.I.S.C. • 3. How To Remember Names • 4. Meetings That Count (productive meetings) • 5. Top 100 Canadian Companies Compensation Incentives • 6. Compensation Incentives - Oil & Gas / Energy / Engineering Companies • 7. Corporate Retention Strategy #1 – Trust • 8. Working With Generation Y Employees • 9. Recommended Reading / Listening / Viewing • 10. What The Best CEOs Know (book review) • 11. Time Management Templates (supported by #21) • 12. Time Management Strategies & 50 Time Saving Tips • 13. Poque’s Tech Tips For The Basic Computer User • 14. Famous Left Hander’s of The World Complimentary Tests • 15. Rating Your Soft Skill Leadership Attributes • 16. Leadership Empowerment Survey • 17. COACH – Coaching Skills Self-Assessment Unique: • 18. I would like to receive your monthly newsletter. • 19. Inspirational Singing Keynotes: www.tonimcmillanlee.com • 20. Information on 20/20 Skills Assessment (the right person in the right position) • 21. Information on Strategic Pathways: Daily Ongoing Coach/Career Success System • 22. This Power Point presentation (more content and support material) Book Of The Month Global Perspective “The World Is Flat” 2005 A Brief History of the Twenty-First Century by Thomas L. Friedman www.thomaslfriedman.com “Hot, Flat and Crowded” Why we need a green revolution…. “Longitudes & Attitudes” 2002 “The Lexus and the Olive Tree” 2000 Great Insights His 9 C’s of Leadership “You don’t get anything by standing on the sideline waiting for somebody else to take action.” Integrity Coaching Skills Self Assessment Below are 20 characteristics employees have used to describe bosses they rate as effective coaches. Rate yourself in terms of what you think your employees would say about you. Please be honest. These answers are meant for your eyes only. SCORING KEY: 1. Rarely Displayed 2. Sometimes Displayed 3 Frequently Displayed 4. Usually Displayed 5. Almost Always Displayed As a coach, I: 1. Capitalize on my employee’s strengths 1 2 3 4 5 2. Give my employees visibility 1 2 3 4 5 3. Provide freedom to do their job 1 2 3 4 5 4. Set high standards of excellence 1 2 3 4 5 5. Orient employee to our company values and business strategies 1 2 3 4 5 6. Hold employees accountable 1 2 3 4 5 7. Protect employees from undue stress at work 1 2 3 4 5 8. Encourage employees when he/she is discouraged or about to undertake new or difficult assignments 1 2 3 4 5 9. Provide information about the company and the employee’s role in the attainment of company goals 1 2 3 4 5 10. Make performance expectations and priorities clear 1 2 3 4 5 11. Take the time to build trust 1 2 3 4 5 12. Provide appropriate training and support when needed 1 2 3 4 5 13. Solicit and really listen to their ideas 1 2 3 4 5 Thank you for being here!
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