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Presented at CANNEXUS 12 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, CTDP

Mentoring Needs and Expectations of Generation Y: Charting New Career Development Pathways for the Next Generation. Presented at CANNEXUS 12 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, CTDP Associate Professor, Leadership & HR Royal Roads University, Victoria, B.C. Our Agenda.

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Presented at CANNEXUS 12 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, CTDP

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  1. Mentoring Needs and Expectations of Generation Y: Charting New Career Development Pathways for the Next Generation Presented at CANNEXUS 12 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, CTDP Associate Professor, Leadership & HR Royal Roads University, Victoria, B.C.

  2. Our Agenda • Examine Generation Y profile. • Explore research on mentoring needs and expectations of Generation Y’s. • Explore how we, in our professional capacity, can support and foster career development for the next generation. • Create space to discuss application of learning to our own practice.

  3. Generational Identities • Traditionalists (1922 – 1945) • Baby Boomers (1946 – 1964) • Generation X (1965 – 1980) • Generation Y (1981 –2000)

  4. Goal: Create a Life that has Meaning Are we having FUN! Generation Y “Get out of my way!” Value diversity, civic duty, environmental accountability, collective action, experimentation Techno-savvy Respect for authority? Why? Wish list: challenging work, mentoring,feedback, respect, promotions NOW! confident and optimistic innovative ambitious

  5. Small Group Discussions … • Briefly introduce yourselves. • Discuss the challenges and opportunities you perceive as Generation Y enters the workforce. Be prepared to report back 1 key point from your group discussion.

  6. Rekar Munro, C. (2010). Charting Workplace Transitioning Pathways of Generation Y. Canadian Journal of Career Development Purpose: To gain insight into the mentoring needs and expectations of Generation - Y as they enter the workplace and to propose recommendations to support their personal and professional development.

  7. Research Roadmap • 452 participants in the formative years of their careers. • On-line surveys, focus groups, and one-on-one interviews • Employed quantitative and qualitative methods. • Range of industries in unionized and non-unionized sectors.

  8. Emergent Themes from Analysis: Words of Wisdom from Gen Y

  9. Small Group Discussions • What research results are of interest to you and your organization? • How might these research results be useful in your own organizations?

  10. So… What Now?

  11. Developing & Sustaining a Culture of Social Responsibility for Mentoring What internal changes should be made to accommodate mentoring? Are we prepared to expend the resources?

  12. Preparing our Mentors Blueprint for Training: • Adult Learning Principles • Progress Consultation • Proactive Problem Solving • Co-creating our Work • Goal setting • Learning How to Learn • Networking Support • Dev. Interdependence

  13. Mentoring in ACTION • Mentorship Mapping • Experimentation: The Exploratory Lab (Test-Reflect) • Personal Mission Statement (Goals & Action Strategies)

  14. Guidelines for Enhancing Communication • Contextualize learning: “the Big Picture” • Provide realistic expectations of how they can add value in the work world • Explain WHY! What’s in it for them? • Engage in frequent and informal conversations • Ask for their suggestions, insights, opinions • Involve them in new initiatives • Provide frequent and direct feedback

  15. Check Assumptions • What language are we speaking??? • Hone in on specific, concrete behaviours (What does it look like?)

  16. Support New Pathways for Effective Communication • Create space for intergenerational collaborations • Encourage collaborative decision making • Invite divergent views to the table and LISTEN • Be courageous enough to step into “tough” conversations • Ury: “Yes, No, Yes”

  17. Support Career Development that brings the Generations together • Create a learning environment • Invest in training differently • Include learning & development in role requirement • Establish accountability • “Walk the talk”

  18. Our Final Small Group Discussions • What resonates with you from our discussion this afternoon? • How might you apply these insights to your own practice? • What questions and concerns are emerging for you?

  19. Be willing to leave the shore and… • Suspend judgment • Think outside the box • Shift perception • Look for the second right answer • Challenge assumptions • Be illogical • Look foolish • Make a mistake and… • Keep looking through the lens of our GenY colleagues

  20. Sometimes we have to jump off the cliff… and Build our wings – on the way down.

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