Lets Talk About the Family ..

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Lets Talk About the Family ..
Person County Schools

• Generations in the Workplace
• Person County Schools
• Summer Leadership Conference
• July 2008

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(No Transcript)
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The Great Truth
Person County Schools

• WERE NOT GETTING ANY YOUNGER!
• General population and work force are aging.

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Is Eminem a candy or a rapper?
Person County Schools

• Is smashing pumpkins an act of vandalism or a
  band?
• Is your version of technology a cordless phone
  or a phone that doubles as a camera?
• Whats your idea of Hollywood? Rat pack or brat
  pack?

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So how do we look in PCS?

• Well .
• What percentage of our workforce has more than 20
  years experience?
• What percentage of our workforce has less than 10
  years experience?

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70 of our staff has less than 10 years experience
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Lets walk through our schools .
Person County Schools
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Range of Birth Years 1942 -1985 Range of
Service 0 - 35 Average Length of Service
12.1 years
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Range of Birth Years 1946 -1985 Range of
Service 0 - 34 Average Length of Service 12.9
years
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Person County Schools
Range of Birth Years 1946 -1981 Range of
Service 2 - 37 Average Length of Service
12.6 years
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Person County Schools
Range of Birth Years 1947 -1984 Range of
Service 0 - 35 Average Length of Service
11.8 years
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Range of Birth Years 1952 -1983 Range of
Service 0 - 32 Average Length of Service
14.7 years
Person County Schools
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Range of Birth Years 1949 -1984 Range of
Service 0 - 37 Average Length of Service 14
years
Person County Schools
Range of Birth Years 1949 -1984 Range of
Service 0 - 37 Average Length of Service 14
years
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Range of Birth Years 1944 -1985 Range of
Service 0 - 28 Average Length of Service 7.8
years
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Range of Birth Years 1947 -1985 Range of
Service 0 - 32 Average Length of Service
10.6 years
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Range of Birth Years 1940 -1985 Range of
Service 0 - 38 Average Length of Service
13.2 years
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Range of Birth Years 1951 -1983 Range of
Service 0 - 31 Average Length of Service 14.1
years
Person County Schools
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So ..How do I know (affirm) what my staff needs?

• Three variables determine level of need
• Teacher age
• Years of experience
• Readiness level

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Needs determined by experience

• Five Stages of Development
• (Based on research with secondary teachers)
• Survival Discovery (1 - 3 years)
• Stabilization (2 - 4 years)
• Experimentation Activism (7-18 years)
• Serenity/Relational Distance Conservatism
  (19-30 years)
• Disengagement (31-40 years)

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Four stages of teacher maturity

• Provisional
• Developmental
• Transitional
• Decelerating

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Person County Schools

• For the first time in history, four generations
  are sitting side by side in the workplace.

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• Striking a balance with all generations can be
  difficult.
• Younger generations are geared to working in a
  fast-paced environment and getting information on
  a whim.
• Short, abrupt communication may occur and leave
  out important details that others may need to
  know in order to provide adequate responses.
• Older generations may over-inform, causing
  confusion or extra work in sifting out pertinent
  information.

Person County Schools
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The closer you are to the beginning or end dates
of these generational groupings, the more likely
you are to possess traits or approaches to work
that bridge two distinct generations. With
their varying approaches to work and leadership
styles, multiple generations will need to accept
that working together effectively may require
compromise.
Person County Schools
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The Silent Generation

• Born 1927 1945.
• Grew up during World War II. 25 of work
  population.
• Started working when managers did the thinking,
  employees did the work, and organizations were
  very hierarchical.
• Employers expected absolute loyalty, and rewards
  went to team players, not mavericks.
• Familiar with the top-down style of management
  that disseminates information on a need-to-know
  basis, and they get satisfaction from knowing a
  job is well done.
• Gray Generation is near or beyond retirement.
• Loyal and hardworking, are excellent mentors to
  younger generations.

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The Silent Generation
Person County Schools

• Distinguished by their skill in building
  consensus among coworkers. They are good helpers,
  good facilitators and good listeners.
• Familiar with hardship, value consistency,
  disciplined and respectful of the law.
• Known for staying with one company for their
  entire career. Love to work or need to work.
• Concerns Young leaders and being placed in a
  followers role.

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The Baby Boomers

• 76 million Boomers, born between 1946-1964 grew
  up in relative prosperity and safety.
• Represent 55 of workforce.
• Have always competed fiercely for jobs
  promotions.
• Competitive assertive but put a premium on
  ethics values.
• Developed opinions during the 60s 70s,
  believing in growth, changes, and expansion.
• Tend to be workaholics define themselves
  through work. Seek promotion by working long
  hours and demonstrating loyalty.
• Personal relationships with coworkers are
  important. Good team builders.

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The Baby Boomers

• Boomers were beat up by downsizings and
  rightsizings and may have had several employers
  or types of jobs. Bring many varied experiences
  to the workplace.
• First Half of Boomers aka Yuppies Idealistic,
  ambitious, economic achievers.
• Second Half Boomers Less materialistic, family
  oriented, more cynical about work.
• They believe anything is possible and therefore
  strive for the corner office, top title, and
  highest salary.
• When this group reaches age 40, a new midlife
  is defined, shaping the economy of the nation.
• Facing retirement.
• Issue Security. Where do I stand in the scheme
  of things?

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Generation X

• 47 million strong, Born between 1965 and 1981
• Experienced some of the most difficult formative
  years of any generation.
• Came of age when governmental and corporate
  leaders were lying and cheating and failing.
  Thus, Xers are skeptical, self-focused and
  self-protective at work.
• Self-led, want to make a contribution, want job
  satisfaction and are tech savvy.
• Witnessed the layoffs of the '70s, '80s and
  '90s, they distrust big institutions and "assume
  that every job is temporary, every job is a
  stepping-stone.
• First Half of Gen Xers entered workforce during
  corporate downsizing and are the workers that no
  one wanted
• Second Half of Gen Xers are Gold Collar workers
  who took advantage of the tech boom.

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Generation X

• Saw workaholic parents suffer fatigue, illness
  and divorce (40 percent of Xers have divorced or
  single parents) Xers are trying hard to strike a
  better balance in their lives.
• Professions requiring overtime or varied shifts
  don't match up well with Xers' desire to work
  steady shifts, avoid long hours and keep their
  work and personal lives separate.
• Nontraditional orientation about time and space
  want flexible work hours, seek independence.
• Want fun, humor, and casual dress at work.
• The days of a job for life became history with
  Generation X.

Person County Schools
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Millennials
Person County Schools

• First generation to grow up surrounded by digital
  media.
• Babies on Board of the Reagan years, Have You
  Hugged Your Child Today Sixth graders of the
  early Clinton years, The teens of Columbine.

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Millennials

• More than 70 million strong also known as
  echo-boomers, boomer babies, Gen Y, entitlement
  generation, digital generation, Yes generation
• 21 of overall workforce and fastest growing
  segment of the workforce.
• They work to provide the necessities of life.
• Feel competent and WANT to feel responsible.

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The Millennial Generation

• Born after 1980
• Most-supervised generation ever, grew up as
  overscheduled kids.
• Grew up very protected might be soft in the
  workplace, especially in combative situations.
• Will rival or exceed Boomers in number.
• Watched Xers rise and fall with tech boom and
  bust of the 90s.
• Seeking job security in fields like healthcare.

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Millennials (are)

• Dont know what its like to live without a
  computer.
• Most technologically savvy generation ever.
• Realistic According to this generation, if the
  Internet has broken cultural barriers between
  people, then this advance should extend to the
  workplace.
• Demand diversity in their place of work. This
  generation is more team-centric at work.
• Tend to thrive in a collaborative work
  environment.

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The Millennial Generation
Person County Schools

• Defining event was September 11. Strong sense of
  nation and patriotism.
• View occupations like firefighting and nursing
  to be heroic from the visuals they saw
  surrounding 9/11.
• Actively involved in community service want
  occupations that make a difference.
• Millennials may be forced to compete and work
  extra hours to get ahead.

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Technology has revolutionized the workplace.

• Millennials thrive in a fast-paced technological
  world. They grew up with nanny cams, cell phones,
  video games, voice mail, PCs and the Internet.
• More tech savvy than their parents.
• Advanced motor, spatial, and strategy skills due
  to gaming technology.
• Their brains have developed differently. Able to
  process a huge amount of information in a short
  amount of time.
• "CNN Generation this group of workers often
  only want bits and pieces of information -- the
  parts important to them -- to accomplish their
  tasks.
• May never have learned effective face-to-face
  interpersonal communication skills, due to the
  fact that so much of their social interaction has
  been over instant/text messaging,
• cell phones and email.

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Only five years ago

• In 2003 Five exabytes of information were
  generated.
• Less than 0.01 was printed.
• To hold 5 exabytes, we would have to build 37
  more Libraries of Congress.

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• This generation is more affluent, more
  technologically savvy, better educated, and more
  ethnically diverse than any previous generation.
• Theyre always looking to develop new skills and
  embrace a challenge.
• They strive for success, and therefore measure
  that success in terms of what theyve learned and
  the skills theyve developed from each
  experience.
• Millennials often take longer to find stable
  careers and settle into lifelong relationships.
• Though Millennials often take longer to emerge
  into the professional world, they are more likely
  to obtain graduate degrees than previous
  generations because of their high regard for
  education.

Person County Schools
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Millenials
Person County Schools

• Known for their optimism, education,
  collaborative
• ability, open-mindedness, and drive.
• Have always felt sought after, needed, and
  indispensable.
• They are arriving at the workplace with higher
  expectations than any other generation before
  them.
• Theyre so well connected that, if an employer
  doesnt match those expectations, they can (and
  will) tell thousands of their cohorts with one
  click of the mouse.

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The Millennial Work Ethic

• Confident. Their parents believed in importance
  of self-esteem, they consider themselves ready to
  overcome challenges and leap tall buildings. Pay
  your dues managers and coworkers who dont think
  opinions are worth listening to unless they come
  from someone with a prerequisite number of years
  of experience find this can-do attitude
  unsettling.
• Hopeful. Optimistic yet practical. They believe
  in the future and their role in it. They expect
  a workplace that is challenging, collaborative,
  creative, fun, and rewarding. 

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Millennial Work Ethic

• Goal- and achievement-oriented. A day after she
  won an Olympic gold medal, skater Sara Hughes was
  talking about her next goalscoring a perfect
  1600 on her SATs.
• Civic-minded. They think in terms of the greater
  good have a high rate of volunteerism. They
  expect companies to contribute to their
  communitiesand to create a sustainable
  environment.
• Inclusive. Millennials are used to being
  organized in teamsand to making certain no one
  is left behind. They expect to earn a living in a
  workplace that is fair to all, where diversity is
  the normand theyll use their collective power
  if they feel someone is treated unfairly. 

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Eight Key Trends That Developed the Millennial
Generation

• Parent Advocacy
• Scheduled, structured lives
• Compelling Messages
• Heroism Patriotism
• Digital Divide
• Globalism
• Terrorism
• Multi-Culturalism

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Parent Advocacy

• Millennials were raised by active, involved
  parents who often interceded on their behalf.
• Protective Boomer and Xer parents tried to ensure
  their children would grow up safely and be
  treated well.
• Parents challenged poor grades, negotiated with
  the soccer coach, visited college campuses with
  their charges, and even went along to Army
  recruiting centers.
• In exchange, Millennials actually like their
  parents. Mom and Dad were most often named when
  young people were asked whom they admired.

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Scheduled, structured lives

• Millennials were the busiest generation of
  children ever seen in the U.S. facing time
  pressures traditionally reserved for adults.
• Parents and teachers micromanaged their
  schedules, leaving very little unstructured free
  time.
• Signed up for soccer camp, karate club, and
  ballet lessonswith parents shuttling them from
  one activity to the next.
• Some started carrying Daytimers when they were in
  elementary school. 

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Compelling Messages

• Be smartyou are special. Catered to since they
  were tiny. Nickelodeon, Baby Gap, and Sports
  Illustrated for Kids. 
• Leave no one behind. Taught to be inclusive and
  tolerant. 
• Connect 24/7. They learned to be
  interdependenton family, friends, and teachers.
  Can live without the television rather than the
  computer. Prefer chatting on line to talking on
  the phone.
• Achieve now! Parents hired private agents to line
  up the right college others got started choosing
  the right pre-school while the child was still in
  the womb.
• Serve your community. 50 of high school
  students reported volunteering in their
  communities. When asked for the major cause of
  problems in the U.S., they answered selfishness.

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Terrorism

• During their most formative years, Millennials
  witnessed
• the Oklahoma City bombing
• Columbine
• school shootings become a three-year trend
• and their catalyzing generational eventthe one
  that binds them as a generation, the terrorist
  attacks on September 11, 2001. 

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Heroism Emerging out of those acts of violence,
Millennials watched
Person County Schools

• Re-emergence of the American hero.
• Policemen, firemen, and firefighters.
• In the 10 months following 9/11, the word hero
  was heard more than it had been in the entire 10
  years before. 

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Patriotism

• Post-Vietnam and Watergate, patriotism was at an
  all-time low.
• Displaying the American flag had become less and
  less common.
• September 11 changed all that. Stores that
  carried flags sold out within 24 hours, ordered
  more and sold out again.
• National pride had been tested, and patriotism
  was alive and well.
• UCLA freshmen survey reported signs of renewed
  political interest.
• Percentage of students who reported discussing
  politics represented the largest one-year
  increase since the 1992 presidential election
  year.

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Globalism
Person County Schools

• With pen pals in Singapore and Senegal,
  Millennials grew up seeing things as global,
  connected, and open for business 24/7.

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The Digital Divide

• Millennials are healthier and more economically
  secure than any earlier generation.
• Personally conservative about issues like
  drinking and driving.
• Reading scores have improved.
• Rate of high school graduates who go on to
  receive a college degree is at an all-time high.
• BUT

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Digital divide Never has the gap between the
haves and the have-nots been so great.

• Sixteen percent grew upor are currently growing
  upin poverty.
• Though every generation has members who grew up
  poor, never have the differences been so
  dramatic.
• The gap is about technology.
• Technology is the great unifier of Millennials
  from places as diverse as Geneva, Japan, and
  Jersey. More than any other factor, it has united
  this generation, even globally. 

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Multiculturalism
Person County Schools

• Kids grew up in the 90s and 00s with more daily
  interaction with other ethnicities and cultures
  than ever before.
• UCLAs Higher Education Research Institute notes
  interracial interaction among college freshmen
  has reached a record high. 

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Issues????

• Perceived to have a short attention span.
• Reluctant to perform tasks that lack depth.
• Issue As the demand for intelligent workers
  intensifies, employers need to understand what
  motivates and inspires the loyalty of these
  high-performing employees.

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Getting Ready for the Millennials
Person County Schools
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Growing Our Millennial Employee Base

• Millennial workers like to have a life outside
  work.
• The dont want to repeat the mistakes their
  parents made.
• They dont want to work long hours at the expense
  of family, friends, and personal pursuits.
• Whereas the boomers put a high priority on
  career, todays youngest workers are more
  interested in making their jobs accommodate their
  family and personal lives.
• Money is important but maintaining work-life
  balance outranks money.
• Its not the corner office or a large paycheck --
  but the opportunity to work for a company that
  fosters strong workplace relationships and
  inspires a sense of balance and/or purpose.
• Work is only one component of a balanced life
  portfolio that includes family, friends, fitness,
  and fun.
• Demonstrating flexibility, while focusing on
  goals and accountability, can go a long way
  toward inspiring loyalty in Millennial employees.

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Dont

• Expect them to pay their dues
• Throw a wet blanket on their enthusiasm

Person County Schools
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Do
Person County Schools

• Encourage them
• Mentor them
• Learn from them

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Where Employers Go Wrong with Millennials
Person County Schools

• Not meeting their high expectations
• Discounting their ideas for lack of experience
• Allowing negativity
• Feeling threatened by their technical knowhow

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Millennials are only one of four workforce
generations.
Person County Schools

• In addition, todays workforce includes
• the Silents (pre-1946), Baby Boomers
• (1946-1964), and Generation X (1964-1979).
• Each group has its own distinct set of values,
• view of authority, orientation to the world,
  loyalty, expectations of their leadership,
• and ideal work environment.

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What misunderstandings do older workers have
about younger workers?

• This is the first generation that says, I dont
  want to work more hours. I want to work less
  hours and increase my efficiency and
  productivity.
• Thats very strange to the Baby Boomers and the
  mature generation. They see that as lazy.
• Part of the gap is that when Boomers entered the
  work force, we had no computers. Imagine doing
  all your accounting, all your budgets, by hand.
  You had to work 40 hours to survive.
• We dont appreciate that the next generation is
  highly productive because they have new tools to
  do that.

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Leadership The Silent GenerationAge 54 and
older

• Tends toward command and control leadership for
  decisions through clear and simple directives.
• Pleasant and dependable but may be overbearing
  when directing others.
• Well-developed skills, talents, experiences.
• Young Leaders Need To Understand their concerns
  and lead with compassion and awareness.
  Collaborate with older employees to learn new
  ideas. Keep them motivated, productive, and
  employed. Leaders must tailor their approaches to
  followers.
• Train them in technology.
• Use personal notes.
• Recognize their symbolic status as senior
  employees.

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Leadership Baby Boomers

• Leadership style tends to be consensual not
  hierarchical
• Their Key Approach Understand, listen,
  communicate, motivate, delegate
• Young leaders approach Let them know their
  experience is valued and respected, give credit
  for their accomplishments, challenge them to
  excel, assure them that individual contributions
  are appreciated.

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Leadership and Generation X

• Must be skilled at developing and supporting a
  responsive team.
• These workers will tend to challenge others
  thinking.
• Information is a source of power.
• Enjoy independent activities and virtual
  teamwork through electronic means.
• Leaders must acknowledge that Xers have a life
  reassure them that quality of work is more
  critical than years of experience encourage
  technology and innovation with a hands-off
  management approach provide employee services
  (child care, gym memberships, etc)

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We are dealing with four generations of
employees. How can we please them all?
Person County Schools

• Be knowledgeable about generational diversity.
• Embrace it as diversity, not as right or wrong.
• Pull the next generation into decision-making
  groups about work environments, strategy,
  staffing, performance appraisals, benefits and
  rewards.
• Understand what is important to this soon to-be
  -largest part of our employee base .

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The Challenge for Employers

• Millennials will most likely prove to be one of
  the greatest assets of companies today.
• The challenge that lies ahead is to find a
  balance between a work environment that leverages
  the benefits of Millennial employees but does not
  alienate the rest of the workforce.

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High Expectation of Employers
Person County Schools

• Millennials want fair and direct managers who are
  highly engaged in their professional development.

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Leadership Millennials

• Evaluate them quickly on their performance.
• Move quickly to the stage where they are
  self-led.
• Spend time orienting and supervising them.
• Mentor them and include an electronic source in
  the mentor program.

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Need for Ongoing Learning

• Millennials multitask and seek creative
  challenges.
• View colleagues as vast resources from whom to
  gain knowledge.
• Give them challenging projects to prevent
  boredom and attrition.
• Millennials arent eager to bury themselves in a
  cubicle and take orders from others in the
  workforce.
• They want ownership and control of their own
  fate.

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Goal, Goals, Goals
Person County Schools

• Millennials want small goals with tight deadlines
  so that they can build ownership of tasks.
• They should be challenged to find technological
  solutions to everyday issues.

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Desire for Immediate Responsibility
Person County Schools

• They want to make an important impact immediately
  on projects they are involved with.
• They are looking for immediate
• gratification and an opportunity to excel.

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Balance and Flexibility

• Millennials are most drawn to flexibility and
  balance in their day-to-day life.
• Employers must incorporate flexibility and
  work-life balance into their recruiting
  strategies.

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To this goal-oriented generation of employees,
training may be the most important aspect of the
workplace.
Person County Schools

• Even more important than bonuses and
• stock options.
• Provide a variety of training options online,
  on-the-job, and classroom.
• Use the technology expertise and productivity
  potential of this generation of workers.
• Spend money on state-of-the-art equipment and
  cutting-edge training.

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6 Principles of Millennial Management

• You be the leader.
• Challenge me.
• Let me work with friends.
• Lets have fun.
• Respect me.
• Be flexible.

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Person County Schools
Person County Schools

• This Is OUR Family!

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Person County Schools