Coaching and Skills for Managing Different Generations

Peter Khoury and Alan Ovson The Ovson Communications Group

Part I Perception Part II Generations Part III Coaching System Part IV Conclusion

Part I Perception

Perception
Whilst part of what we perceive comes through our senses from the object before us, another part (and it may be the larger part) always comes out of our own mind
William James, Prominent American Psychologist

Addition
Do you See the Cube?

Guess What?
There was NO Cube in the previous slide There were only Black Circles with Patterns in them Your mind added the cube

Subtraction

Read this:

Guess What?
Did you read the second the There are two The s Your mind Subtracted one of them

Distortion
Which square looks darker?

Guess What?
Both squares are exactly the same shade Your mind distorts the information based on its believes

Assumptions

Who is this?

Guess What?

Your mind Makes Assumptions

What you see is NOT what you get!

The mind does:
Addition Subtraction Distortion Assumption

To reduce additions, subtraction, distortions and assumptions we need to study each generation separately

Part II Generations

Each Generation has a unique Imprint

Four Generations of Workers

Veterans (1933-1945); 63-75 Boomers (1946-1964); 44-62 Gen X (1965-1980); 28-43 Gen Y (Millennials) (1981-2000); 8-27

Population
Population By Generation
Gen Y Generations Gen X Boomers Veterans 0 20 40 48 60 80 100 49 78 74

Population Count (millions)

US Census 2005

Veterans

(1933-1945)

Personal Characteristics Of Generations

Personal and Lifestyle Characteristics by Generation(adopted from FDU magazine)
Veterans (1922-1945) Respect for authority Conformers Discipline Traditional Nuclear A dream Rotary phones Memo One-on-one Put it away Pay cash Boomers (1946-1964) Optimism Involvement Gen X (1965-1980) Skepticism Fun Informality Latch-key kids A way to get there Cell phone Don't call me after work Cautious Conservative Save it Gen Y (1981-2000) Realism Confidence Extreme fun Social Merged Families An incredible expense Text Internet Email Earn to spend Core Values

Family Education Communication Media Dealing with Money

Disintegrating A birth right Touch-tone phones Call me anytime Buy now, pay later

FDU Magazine 2005

Boomers

(1946-1964)

Personal Characteristics Of Generations

Personal and Lifestyle Characteristics by Generation(adopted from FDU magazine)
Veterans (1922-1945) Respect for authority Conformers Discipline Traditional Nuclear A dream Rotary phones Memo One-on-one Put it away Pay cash Boomers (1946-1964) Optimism Involvement Gen X (1965-1980) Skepticism Fun Informality Latch-key kids A way to get there Cell phone Don't call me after work Cautious Conservative Save it Gen Y (1981-2000) Realism Confidence Extreme fun Social Merged Families An incredible expense Text Internet Email Earn to spend Core Values

Family Education Communication Media Dealing with Money

Disintegrating A birth right Touch-tone phones Call me anytime Buy now, pay later

FDU Magazine 2005

Gen X (Latchkey)

(1965-1980)

Personal Characteristics Of Generations

Personal and Lifestyle Characteristics by Generation(adopted from FDU magazine)
Veterans (1922-1945) Respect for authority Conformers Discipline Traditional Nuclear A dream Rotary phones Memo One-on-one Put it away Pay cash Boomers (1946-1964) Optimism Involvement Gen X (1965-1980) Skepticism Fun Informality Latch-key kids A way to get there Cell phone Don't call me after work Cautious Conservative Save it Gen Y (1981-2000) Realism Confidence Extreme fun Social Merged Families An incredible expense Text Internet Email Earn to spend Core Values

Family Education Communication Media Dealing with Money

Disintegrating A birth right Touch-tone phones Call me anytime Buy now, pay later

FDU Magazine 2005

Gen Y

(1981-2000)

Personal Characteristics Of Generations

Personal and Lifestyle Characteristics by Generation(adopted from FDU magazine)
Veterans (1922-1945) Respect for authority Conformers Discipline Traditional Nuclear A dream Rotary phones Memo One-on-one Put it away Pay cash Boomers (1946-1964) Optimism Involvement Gen X (1965-1980) Skepticism Fun Informality Latch-key kids A way to get there Cell phone Don't call me after work Cautious Conservative Save it Gen Y (1981-2000) Realism Confidence Extreme fun Social Merged Families An incredible expense Text Internet Email Earn to spend Core Values

Family Education Communication Media Dealing with Money

Disintegrating A birth right Touch-tone phones Call me anytime Buy now, pay later

FDU Magazine 2005

Work Characteristics
Generations Workplace Characteristics (adopted from FDU magazine)
Gen Y (1981-2000) What's next Work Ethic and Values Multitasking Tenacity Entrepreneurial Tolerant Goal oriented Wok Is An obligation A difficult challenge A means to an end A contract Fulfillment Leadership Style Directive Consensual Everyone is the same To be determined Command-and-Control Collegial Challenge others Ask Why Interactive Style Individual Team player Entrepreneur Participative Loves to have meetings Communications Formal In Person Direct E-mail Memo Immediate Voice Mail Feedback and No news is good news Don't appreciate it Sorry to interrupt Whenever I want it Rewards Satisfaction in a job Money but how am I doing? at the push of a well done Title recognition Freedom is the button best reward Meaningful work Messages that Your experience is You are valued Do it your way You will work with Motivate respected you are needed Forget the rules other bright and creative people Work and Family Balance what is that? No balance Balance Balance Life Work to live Veterans (1922-1945) Hard Work Respect authority Sacrifice Duty before fun Adhere to rules Boomers (1946-1964) Workaholics Work efficiently Crusading causes Personal fulfillment Desire quality Question authority An exciting adventure Gen X (1965-1980) Eliminate the task Self-reliance Want structure and direction Skeptical

Part III Why Coaching Skills Now?

A cookie cutter approach to management is like

Stop Pushing All The Time

Start EMPoweRing

Factors Influencing Results

The EMPoweR Coaching

New Generations of Workers

Motivating Employees

Finding and Retaining Talent

Assigning Roles and Responsibly

Benefits of Coaching and Mentoring to the Manager Peace of mind

Get Things Done Faster and overcome challenges Get More Visibility Get More Respect Get More Time Get More Job Satisfaction Reduce your Stress Become known as the developer of people.

Benefits to the Organization

Increase retention rate Improve problem solving Increase the quality of work Empower employees Diffuse conflict

5-year long study at Sun Microsystems for Coaches

Mentors vs Control Group at Sun Microsystems
80% 70% 60% 50% 40% 30% 20% 10% 0% Increased salary Stayed in the organization Got promoted 5% 28% 10% 69% 60% 49% Mentors Control Group

5-year long study at Sun Microsystems for Mentees

Mentees vs Control Group at Sun Microsystems
80% 70% 60% 50% 40% 30% 20% 10% 0% Increased salary Stayed in the organization Got promoted 5% 25% 10% 49% 50% Mentees Control Group 72%

The EMPoweR Coaching model

Its a Flexible Relational and Systematic communication and management model to empower people by Clarifying results and empowering people to solve problems
Manager to Manager Employee to Manager Manager to Employee

Thank You