Gen Y

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A conversation between Linda Gravett, PhD, SPHR (a Baby Boomer) and Robin Throckmorton, MA, SPHR (a Gen Xer) as they remember the day they did a presentation. This was not a normal presentation. On this day, Linda dressed the part of a Gen Y and Robin dressed the part of a Radio Baby Imposter. In the article they share their feelings and impressions as they deliver a training in the shoes of another generation.

Communication: What’s the Best Way?

We are experience many different communication challenges in our workforce everyday given the different communication styles of each of the generations in the workplace. Is one generation’s style more correct than another? Is there one communication style that is better than another? It depends…on the people you work with, the clients you interact with and the culture of your company. As part of our research for Bridging the Generation Gap, Linda Gravett, PhD, SPHR, CEQC and I asked 500 individuals in each of the generations what their preferred communication method was in order to learn more about the different communication styles. We quickly learned there were definitely preferences based on the generations.

FUSION: A Six Step Solutin to Handling Conflict Across Generations

Together, Robin Throckmorton, MA, SPHR and Linda Gravett, PhD, SPHR share their expertise about conflict around work ethic and work methods, which are the primary sources of conflict in today's workplace even if you are a small nonprofit or a large Fortune 500 corporation. Plus, there are many other sources of conflict ranging from work-life balance issues, loyalty, respect, career choices, technology capabilities or availabilities, dress code to name just a few. The conflicts themselves are the feeder but the impacts they can have on the workplace are more crucial - miscommunications, decrease in morale, increase in absenteeism, increase in turnover, loss of productivity, or loss of customers. We don't, however, have to accept conflict in the workplace and these potentially detrimental impacts as the norm.

Generation Why? Because We AREN'T YOU!

I was blessed this summer to have the best experience ever with a summer intern, Kristin Kaminski. We shared many stories about the generations in the workplace but I'm here to tell you that all the stories you hear about the Gen Ys are fairy tales that should be placed in a bedside book for humor rather than told in a management 101 class. Together we will share our expertise on the Gen Y generation in this article on Generation Why? Because We AREN'T YOU!!! What should be taught in the management classes about Gen Ys is they are misunderstood and being managed inappropriately. Let me tell you why...

The Gen Y Recruitment Solution
Learn how to attract and retain the nearly 80 million young and eager professionals-known as "Gen Y," which are said to be, "the most demanding generation in history".

Are you contributing to Gen Y Frustrations with Management?
This article appeared in The Weekend Australian, Sat August 15th 2009, Australia's leading weekly newspaper. It addresses,the key frustrations Gen Y new managers have been expressing to Consultant and Executive Coach,Juliette Robertson over the last 2 years and calls on senior managers to take action.

Coaching Gen Y? Don’t be like the Wolf in Sheep’s Clothing
Are you a wolf - trying to coach your staff to get them to do what you want them to do? Or are you genuinely interested in their development? You can't fool Gen Y.Here are some tips to help you be authentic in your coaching.

5 Tips for Managing Generation Y
Have you finally realized that saying “because I said so” to that 20-something employee isn’t working? Are you ready and really willing to listen and change what you do to more effectively manage your young workers? Then let’s get started with some real solutions to managing the younger generation!

Third Generation Leadership: Now!
What I really like about Gen Y is that they invariably demonstrate an openness and authenticity which enables them to demonstrate congruence, unconditional positive regard, empathy and a willingness to learn from others

The Case for Third Generation Leadership
If we want to again maximise the probability of achieving desired results on a long-term basis we need to find a new management / leadership approach. Just as The Great Depression lead to the development of Second Generation Leadership, so the Global Financial Crisis needs to lead to the development of Third Generation Leadership.

Its not fair!
As a leader or manager do you aspire to be fair? If you do, stop!

You didn’t say I’d be fired!
Do you get frustrated when something you say which is obvious gets misinterpreted?

Always isn’t every time
As a manager, do you and your employees have miscommunications?

Just the facts
Do any of your direct reports (or for that matter, anyone at all!) continually challenge you in an unproductive way?

My Door is Always Open
Do you ever commit to things which you possibly can’t achieve?

My employee seems to be sick on Fridays and Mondays
Do you have an employee who takes advantage of the system?

That person has a difficult personality
Does it irritate you when one of your employees, peers, or boss is very difficult?

Gen X, Gen Y, Gen whatever
Do you have opinions on someone based on their age?

The Facebook Revolution
Do you wonder what your employees are doing on their computer?

Not listening can be catastrophic
Do you feel your reports are not listening to you?!

Dealing with Morons
Do you ever think you’re working with people who don’t know what they’re doing?!

The $64,000 Question
Do your questions lead to solutions or more problems?

Dirt on the car
DO YOU STRUGGLE TO EFFECTIVELY MOTIVATE ANY DIRECT REPORTS?

Questions, Jeopardy Style
Do you find yourself stuck no matter what questions you ask yourself?

The questions which lead to nowhere
DO YOU FIND YOURSELF STUCK NO MATTER WHAT QUESTIONS YOU ASK YOURSELF?

Enhancing Your Value: Staying Employable in the 2010’s
A look at job advertisements may be a startling revelation: How is this New Economy everyone is talking about going to impact us? Armed with an arsenal of digital equipment, how will we brave the new world order that is driven by compression technology and information overload, and assured by a false sense of virtual communication?

What have I learned in 6 months of management? Part 1
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 2
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 3
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

What have I learned in 6 months of management? Part 4
I asked one of the managers I was coaching what he learned in six months of re-focusing on management skills. Each response deserves its own soundbite, because they all incorporate skills managers should use to avoid traps and pitfalls.

The loud woman at Starbucks
Do you find any of your employees irritating?

Managing techies
Do you need to come from a technical background to manage technical people?

Motivation with consequences
How do you motivate someone to do something they don’t want to do?

Jumping to Conclusions
As managers and leaders, how do we put aside our beliefs and experiences when we’re listening?

Clash Points at Work – Geeks and Geezers

Baby Boomers are lingering in the workplace. The younger Gen X and Gen Y (New Millennials) are growing impatient to ascend to leadership responsibilities. New graduates are knocking at HR’s door in record numbers. And technology, including social media, is transforming the mode and pace of communication. These trends are creating new opportunities, but not without foreseeable generational clashes.

Clashing at Work – Who Are the Generations?
Learning how to work, live and play together is crucial, and every manager must master ways to bridge generational gaps. Managerial survival calls for a coordinated, collaborative strategy to leverage each generation’s strengths and neutralize its liabilities.

Clash Points at Work – How Are the Generations Different?
What happens when generations don’t share the same values and beliefs about workplace success?

Four Generational Clash Points at Work
An argument can be made that the different generations represented in the workplace view work in four ways that can create conflict that must be managed to ensure full engagement.

Generational Clash Points - Issues You Can’t Ignore
Learning how to work, live and play together is crucial, and every manager must master ways to bridge generational gaps. Managerial competence requires a coordinated, collaborative strategy to leverage each generation’s strengths and neutralize its liabilities.

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