Leveraging And Managing Generation Capital
- 1. Leveraging and Managing Generation Human Capital
- 2. Alicia Agnew, Moderator Small Business Development Consultant, African American Chamber of Commerce Jennifer Gleeson Blue Founder, GenEdge Ken Haycook Owner, Kendel Group Nicole Lipkin Co-Author, Y in the Workplace: Managing the “Me First” Generation
- 3. Jennifer Gleeson Blue Founder GenEdge
- 4. Ken Haycook Owner Kendel Group
- 5. How to Manage Your New Employees Kendel Group 10/13/2009 5
- 6. It’s important to remember that generalizations about the generations are just that. Age defines a demographic, not a person. You have to pay attention to individual personalities Kendel Group 10/13/2009 6
- 7. Background: ◦ Baby Boomers (1946 – 1964) ◦ Generation X (1964 -1980) ◦ Generation Y (1981-2000) (Generation E) Kendel Group 10/13/2009 7
- 8. ~70 Million Boomers * ~40 Million Gen X* ~ 68 Million Gen Y * 45% of all businesses are owned or ran by Boomers # * AARP # US Census Bureau Kendel Group 10/13/2009 8
- 9. Gen X has only 10 % of leadership positions* 89% of graduating Gen Y Seniors expect a job offer, 74% expect 2 offers. # 48% will boomerang, 22% will live with their parents for as long as 6 months# * Careerbuilder Survey # Monster Trak Survey Kendel Group 10/13/2009 9
- 10. Even after being hired, 66% Gen Y’s will continue to job surf # 44% will renege on employee contracts if something better comes along # 56% expect a promotion within 12 months, 61% expect a flexible work schedules and 50% more vacation than normal* # Monster Trak Survey * Wall Street Journal Kendel Group 10/13/2009 10
- 11. Self-assured ◦ Self-inventive/individualistic, Celebrate diversity ◦ Rewrite the rules ◦ They need to understand the requirements of business You gotta to take charge ◦ Irreverence of institutions with no community involvement ◦ Be prepared for demanding, high expectations, high maintenance people ◦ They will strive for supervision Kendel Group
- 12. Well Educated ◦ Spend time providing information and guidance ◦ Offer a customized training plan ◦ Classes should include classic soft skills – Orientation, Leadership, Communications, Time Management, etc. Test me ◦ Offer Immediate “hands-on” work ◦ Let them make decisions ◦ Be impressed with their decisions Kendel Group
- 13. Community-awareness ◦ Very aware of community problems ◦ Will select responsible companies first ◦ You both should look for the noble causes Let’s have fun ◦ Work/life balance ◦ Edutainment is required ◦ Don’t forget you own sense of humor Kendel Group
- 14. Inclusive ◦ Friends are their family too ◦ No one is left behind ◦ They will collectively quit Respect me ◦ Money is not important (or NOT), respect is ◦ Value me as you value the older staff ◦ Be prepared to address this issue directly Kendel Group
- 15. Be flexible ◦ Telecommuting, Split shifts, job sharing ◦ Casual dress every day ◦ Be sure to do an Employee/Employer Contract Goal Setting and Attainment-oriented ◦ Loyalty is to team or project partners ◦ Work well with my friends on my team ◦ Accommodate this if possible with a senior mentor Kendel Group
- 16. Can be more productive ◦ Excellent Communication skills ◦ Distrust email, over trusts MySpace, etc. ◦ You must learn new technology to keep up Genuinely nice (or NOT). ◦ They were taught proper manners ◦ They have to help people at work Kendel Group
- 17. 1. Always look for a leader in the group. 2. There will be a re-thinking of work as work. 3. Job Sites will suffer because Gen Y’s will not use them. Kendel Group
- 18. 4. Work force in the physical labor jobs will be nearly impossible to find. 5. Entrepreneurship will change. Kendel Group
- 19. 6. International cooperation will increase. 7. Gen Y’s will work in from 7 – 9 areas (Jobs, companies, countries, etc) before they retire. 8. The Bad news is this is not an American Problem. ~60 % of the Gen Y Chinese and ~80% of the India Gen Y’s were reported to feel the same way. Kendel Group
- 20. Ken Haycook, PMP Kendel Group www.kendelgrp.com [email protected] 501-351-3942 Kendel Group 10/13/2009 20
- 21. Nicole Lipkin Co-Author Y in the Workforce: Managing the “Me First” Generation
- 25. • Used to winning and being the best • They want to impress and do well • They are thinking of ways to impress and please • They want to progress quickly
- 26. • Hands off ≠ Empowerment • Effective leadership and management means: – Being present and available – Skill development (technical and people skills) – High engagement and High support
- 27. Gen Y is used to being over‐parented and negotiating: • Providing structure, boundaries and clear expectations with on‐boarding but revisit through reviews • Role empowerment • Career/leadership development • Clearly identify what is negotiable and what is not • Help them keep score • Let them prove themselves • Demand follow through and consistency
- 28. • Look for the natural teachers and relationship builders • Look for the one’s who are open to learning and being challenged (and also open to feedback) • Understand the context of the culture, what initiatives are you trying to drive‐balance between results and behavior • Look for those that are high in EQ
- 29. • Four domains: – Self‐awareness – Knowing and understanding what you are experiencing – Self‐management – Managing and expressing your emotions in socially appropriate ways – Social awareness – Recognizing and having empathy for how others are feeling – Relationship management – Inspiring and influencing others, conflict management • Emotionally intelligent leaders empower and energize others through: – Enthusiasm – Inspiration – Ability to reflect on situations – Empathy – Self management emotionally and socially – Effective in understanding what others need in order to develop, learn and grow
- 30. Nicole A. Lipkin, Psy.D., M.B.A. Business Consultant & Leadership Coach www.equilibriacoaching.com [email protected] 267‐861‐3685
- 32. Please complete the survey being distributed by the volunteers. Surveys may be returned to the volunteers or at the Registration Desk in Ballroom A.
- 33. Thank you to our sponsors