The Multi-Generational Workforce Creating Success & History National Association of Counties 2014 Chris Daniel, PMP About the Facilitator Former Federal Employee, turned consultant Organizational Development Work of Leaders, Strategic Direction Communications as Leverage for Ultimate Success Fun & Engaging Government Specialties Helping County Gov t Leaders Release People Skills Coaching Managers & Supervisors to Enhance Leadership Behaviors Partnering with new leaders to propel the most important government initiatives and receive major acclaim in their respective communities Charles County, Baltimore County, Anne Arundel, District of Columbia Today s Objectives Understand Our Workplace Dynamic Learn the Strengths of Our Team and Leverage their Experiences Use our Differences to Make Us More Effective Walk Away with Tangible Action Steps 1
Why are on in this webinar at this very moment? There s a new workforce brewing. New leaders are preparing to take our organizations to the next level. We have to figure out how we can play an important role in selecting the next group to replace us, to ensure organizations thrive for the next 25 years. Open dialogue, in a fair, fun, non-threatening atmosphere. Actions to align with our next steps. Next steps that are concrete. 7 Trends in the Workplace 1. Information is king! 2. First time in history there are 4+ generations in the workplace 3. Innovation is more respected than tenure. 4. Employers are increasingly realizing their most valuable resource is their PEOPLE. 5. Increasingly dissatisfied workforce. 6. A lot of Overnight Managers! 7. Mass exodus of the Baby Boomers (knowledge of systems, institutional wisdom, money, benefits) A Deeper Dive... Traditionalists (aka The Greatest/Silent Generation/WWII) Age 66+, born 1922-1945 Boomers Age 47-65, born 1946-1964 Gen X Age 31-46, born 1965-1980 Gen Y/Millennials Age 21-30, born 1981-1990 * 5 th Generation is coming quickly with the advent of on-site daycare 2
What this Says? one Size No Longer Fits all! Traditionalists Raised by hard economic times, so they... Grew up with a do-without attitude Respect authority and prefer hierarchy Love details; Change: not so much Beliefs in dedication, sacrifice, hard work List 3 Strengths of Traditionalists at NACo. List 1 way to Improve what they do. Boomers Raised by the Traditionalists, so they... Often are defined by their jobs/careers Sandwiched between taking care of aging parents and children Hold most positions of authority Define success at work as being there Tended to work long hours and sought stellar careers What made you go A-HA or Hmmm on this slide? Why? What are you willing to change as a result? 3
Gen X ers Raised by the Boomers, so they... Distrust national institutions (government, corporate America, universities, etc.) Comfortable with change, but cynical about it Self-reliant, independent, latch-key kids Believe family and personal life are part of the job. Need mentoring as a part of career development both ways How can they be used differently at NACo? Gen Y (aka Gen Why?) Raised by ALL of US, so they... Grew up seeing FINANCIAL BOOM Tech savvy and incorporate it into every aspect of life; Expectations of instant gratification Measure work by rewards, not hours Build parallel careers How can they develop their leadership skills to lead the new workforce? How can we leverage their talent? How Did We Get This Way? Major change is also seen as major opportunity. Born of 4 Key Instances: Unexpected Success Unexpected Failure Unexpected Events High Growth - Alan Weiss 4
Let s Leverage That! The truth of the matter is... Innovatin is King! (back to our 7 Themes) So How Do We Become MORE INNOVATIV E? I m Glad You Asked. Lesson #1. Understand that innovation happens on the front lines. Encourage young people to try new things (i.e. possibly fail). Uber Lesson #2. Patiently wait on consistency. Changing culture. Not easy, but possible. Google Lesson #3. Aim at future customers/counties. Wayne Gretzy: I skate to where the puck will be. 7 Trends in the Workplace 1. Information is king! 2. First time in history there are 4+ generations in the workplace 3. Innovation is more respected than tenure. 4. Employers are increasingly realizing their most valuable resource is their PEOPLE. 5. Increasingly dissatisfied workforce. 6. A lot of Overnight Managers! 7. Mass exodus of the Baby Boomers (knowledge of systems, institutional wisdom, money, benefits) 5
7 Ideas to LEVERAGE NACo s Generation Mix 2014-15 Strategy for NACo (and everyone else on this webinar) 1. Repurpose Information (briefings, journals, presentations into video, podcasts, ebooks) 2. Coach, mentor & Reverse mentor. 3. Champion innovation at all levels. 4. Develop the people. Raise the bar. 5. Gauge satisfaction & engagement. 6. Groom leaders organically. 7. Party with the Boomers, then use them as consultants. Get into ACTION! Think about what low-hanging fruit/quick wins you can accomplish next week. What 1 or 2 things can be done that will give instant gratification? With team members? Go forth and Succeed! THANKS for your participation. CATCH ME LIVE AT THE 2014 WIR CONFERENCE IN ANCHORAGE, AK & GET THE NEW BOOK CONSULT IN JEANS! www.onechrisdaniel.com Upcoming in the NACo Leadership webinar series: Quick & Dirty 6Sigma for County Gov t (9/24/14) Managing Up: How to Manage Your Manager (11/12/14) 6