From one generation to another: Mentoring Gen xers and millennials

1. From one generation to another: Mentoring Gen xers and millennials Rev. Kristina Lizardy-Hajbi, Ph.D. CHHSM Annual Meeting – February 28, 2014

2. Overview • Review of Generation X and Millennial personalities and work traits • Similarities and differences between the generations • Leading and mentoring Generation X • Leading and mentoring Millennials

3. The Generation X Personality • Self-reliant • Wants balance • Has a nontraditional orientation about time and space • Likes informality • Pragmatic • Approach to authority is casual • Cynical • Continues to be technologically savvy • Attracted to the edge

4. Generation X at Work • Assets • Adaptability • Technoliteracy • Independence • Creativity • Willingness to buck the system • Liabilities • Skeptical • Impatient • Distrustful of authority • Inept at office politics • Less attracted to leadership

5. The Millennial Personality • Resiliently optimistic • Digital native • Collaborative • Goal and achievement oriented • Diverse • Confident

6. Millennials at Work • Assets • Collective action • Optimism • Tenacity • Heroic spirit • Multitasking capabilities • Technological savvy • Adept at change • Liabilities • Need for supervision and structure • Demand for constant feedback • Helicopter parents • Family events trump work

7. Similarities between Gen Xers and Millennials • Technologically savvy • Loyal to people but not to organizations • Turned off by leaders who place monetary-driven (greed-driven) personal, company, and shareholder agendas before the good of humanity • Appreciate constructive feedback on performance Source: Walsh, Gwen, “Baby Boomers: Relating to X’s and Y’s,” Tech Edge LLC, http://techedgellc.com/the-gen-xers-millennials-tidal-wave-is-upon-us-how-are-you-tackling-the-great-divide/#sthash.ZUhOCwdN.dpuf

8. Differences between Gen Xers and Millennials Millennials • Millennials expect to work more than 40 hours a week to achieve the lifestyle they want • Prefer collaboration and working in teams • Appreciate frequent engagement Gen X • Don’t see the point of working beyond the standard number of hours • Prefer to work independently • Appreciate freedom Source: Zemke, et. al. Generations at Work.

9. Generation X and Baby Boomers • Irritated that Baby Boomers are blocking their way to advancement • Some Baby Boomers in key leadership positions are behaving as “lame ducks” (to put it bluntly) Source: Walsh, Gwen, “Baby Boomers: Relating to X’s and Y’s,” Tech Edge LLC, http://techedgellc.com/the-gen-xers-millennials-tidal-wave-is-upon-us-how-are-you-tackling-the-great-divide/#sthash.ZUhOCwdN.dpuf

10. Leading / Motivating / Mentoring: Gen X • Encourage self-directed learning • Offer nongroup-meeting formats • In presenting information to Gen Xers, get right to the material and demonstrate expertise • Give time and space to pursue their own projects and ideas • Offer access to good technology (rather than a bigger office) • Make them feel like insiders • Pitch office politics as a way to get around rules • Provide coaching that gives them responsibility for their own work issues Source: Zemke, et. al. Generations at Work.

11. Leading / Motivating / Mentoring: Gen X Messages that Motivate • I don’t care how you get it done. • I’m not going to micromanage you. • Our team has a good sense of humor. Source: Zemke, et. al. Generations at Work.

12. Discussion In what ways are your experiences with Gen Xers similar or different than what you’ve heard today? What are some best practices you’ve developed in working with Gen Xers?

13. Millennials and Baby Boomers • Issues with effectively engaging Millennials in key areas: • Connecting on a human-to-human basis • Understanding what motivates Millennials • Providing 1×1 value-add, real-time mentoring, coaching and feedback • Working with Millennials to create career paths • Communicating with Millennials using engaging technologies • Supporting Millennials’ work/life balance needs • Creating sustainable virtual teams (which, by the way, save organizations huge quantifiable dollars plus increase productivity if thoughtfully planned and implemented) Source: Walsh, Gwen, “Baby Boomers: Relating to X’s and Y’s,” Tech Edge LLC, http://techedgellc.com/the-gen-xers-millennials-tidal-wave-is-upon-us-how-are-you-tackling-the-great-divide/#sthash.ZUhOCwdN.dpuf

14. Leading / Motivating / Mentoring: Millennials • Help us learn. • Believe in us. • Tune in to our technology. • Connect us. • Let us make it our own. • Tell us how we’re doing. • Be approachable. • Plug in to our parents. • Be someone we can believe in. Source: Jeanne C. Meister and KarieWillyerd, “Mentoring Millennials.” Harvard Business Review, May 2010, http://hbr.org/2010/05/mentoring-millennials/ar/1 Source: Zemke, et. al. Generations at Work.

15. Leading / Motivating / Mentoring: Millennials Messages that Motivate • You can make a difference here. • You will have a clear career path so you can keep moving ahead. • You will work on a team with other bright, creative people. • You can be a hero here. Source: Zemke, et. al. Generations at Work.

16. Discussion In what ways are your experiences with Millennials similar or different than what you’ve heard today? What are some best practices you’ve developed in working with Millennials?

17. Questions? Contact: Rev. Kristina Lizardy-Hajbi, Ph.D. Director Center for Analytics, Research and Data (CARD) United Church of Christ hajbik@ucc.org 1-866-822-8224 x3866