LEVERAGING GENERATIONAL DIFFERENCES IN THE WORKPLACE
Managing the Generation Mix™: Focus on All Four Generations
Dozens of best practices to help your leaders, managers, supervisors, and non-management staff leverage generational difference in the workplace. After this program, participants will be better able to:
(-) Understand where each generation is coming from and where they are going.
(-) Communicate effectively with those of other generations.
(-) Work effectively with those of other generations.
(-) Build cooperative and mutually supportive work relationships with those of other generations.
(-) Assess and begin to address the human capital management issues presented by generational diversity in your career, for your team, and for your entire organization.
This program topic is available in all formats:
• KEYNOTES
• WORKSHOPS
• TRAIN THE TRAINER
• CUSTOM TRAINING INITIATIVES
• EXECUTIVE PROBLEM SOLVING SESSIONS
• BOOKS AND TRAINING SUPPORT MATERIALS
On August 13, 2009, Bruce was honored to accept Toastmasters International's most prestigious honor, the Golden Gavel. This honor is annually presented to a single person who represents excellence in the fields of communication and leadership. Past winners have included Marcus Buckingham, Stephen Covey, Zig Ziglar, Deepak Chopra, Tony Robbins, Ken Blanchard, Tom Peters, Art Linkletter, Dr. Joyce Brothers, and Walter Cronkite. Click here for a complete list of past winners.
Program Description
The workplace revolution of the last fifteen years has been profound, but now there are powerful demographic forces underway that will cement the Generational Shift in numbers, norms and values. Four generations are jostling for position as we work together through the most profound changes since the Industrial Revolution.The oldest most experienced workers (the 6% of the workforce born before 1946) are beginning their gradual exit from the workforce. They take with them vast amounts of skill, knowledge, and wisdom, as two experienced workers exit the workforce for every new one over the next ten years.
Meanwhile, the Baby Boomers (the 41% born 1946-1964) are becoming the aging workforce; every day 8-10,000 Baby Boomers turn 60 years of age. Soon huge cadres of aging workers (many with significant power in organizations) will reach advanced life stages, at which they will need and demand more flexible work conditions. As the Boomers reinvent aging and retirement, they will add their own spin to the “free agent” mindset pioneered by Generation X (the 29% born 1965-1977).
Generation X and Generation Y will become the dominant players in the prime age workforce. As they do, they will usher out the last vestiges of the old-fashioned workplace values and norms and finish the workplace revolution. As Generation Y (the 24% born 1978 and later) emerges in the workplace in force, they are demonstrating that they have no attachment to the old-fashioned career path and work patterns. Generation Y is turning out to be the most high maintenance workforce in the history of the world; they are like Generation X on fast-forward with self-esteem on steroids.
What does the generation mix look like in your organization? And what does it mean for the future of your organization? Understand the four generations in the workplace today--each at different life stages, each with conflicting perspectives, expectations, and needs. Learn best practices to foster understanding, leverage strengths, avoid clashes, improve productivity, and maximize teamwork. Turn age diversity into a strategic advantage for your organization.
Drawing on ongoing research conducted since 1993, Bruce has helped tens of thousands of leaders, managers, supervisors, and non-management staff to understand and leverage generational diversity in their organizations for strategic advantage; understand, communicate with, and work with those of other generations in order to bring out the best in each other.
Along the way, Bruce teaches dozens of immediately actionable best practices in a step-by-step guide through the four generations working side by side in today’s workplace:
(1) Use generational diversity as a lens through which to understand the changing workplace, the changing workforce, and the future.
(2) Appreciate the attitudes and behaviors of those of other generations.
(3) Make adjustments in your own attitude and behavior in order to communicate and work more effectively with those of other generations.
(4) Focus on the common ground---the work you have in common---and build mutually supportive relationships with individuals of all generations.
(5) Evaluate the generation mix in your team and your organization and plan for the human capital management issues facing you and your organization as a result of generational diversity: Will you face a talent drain among your aging workforce? What can you do to help implement a flexible retention program to stem the tide? How can you contribute to the knowledge transfer process? Does your team/organization have a gap in bench strength for senior management? Do you have a mid-level leadership gap? What are you doing to improve recruiting, selection, training, development, supervision, self-management, rewards, and retention among the best workers of every generation?
Bruce Tulgan's new book, 
Bruce Tulgan's recent best-seller, 
Bruce Tulgan's book, 
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