Linnovation par une culture dintrapreneurship

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Aon Consulting
Generation Y Generation X Baby-boomers
Intergenerational Dynamics Management Challenge
or Opportunity to be Grasped?
Jean-Philippe NaudOrganizational
Psychologist Senior consultant
All reproduction without the express consent of
Aon Consulting is strictly forbidden.
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Generation X and Generation Y individuals clearly
constitute a talent pool that organizations need
to attract, mobilize and retain if they want to
survive the eventual retirement of a large number
of baby-boomers.
Source Harvard Business Review, March 2004
REALITY

• A growing number of Generation X individuals are
  holding management positions and, in many
  organizations, are managing baby-boomers.

Source Managing Generations at Work
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While certain Generation X members have been
subjected to job insecurity, others have
maintained an optimistic outlook on the work
world.
REALITY
Generation Y was raised in a world of technology,
immediacy and overstimulation.
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Generations X and Y have redefined the concepts
of loyalty and balance between their personal and
professional lives. As a result, particular
attention must be paid to their relationships
with the organization, with management and to
work.
REALITY
Many baby-boomers will need or opt to work longer
than they had planned. This does not mean,
however, that they will continue to work for you.
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Basic Wish List

• Demystify the various generations (X, Y and
  baby-boomers) and discover their reality, values,
  career expectations, and relationships with other
  generations.
• Gain a better understanding of the stakes
  involved in integrating and mobilizing the
  various generations within the organization.
• Stimulate lines of thought and promote concrete
  actions likely to optimize intergenerational
  dynamics.

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?

• So, what are these generations

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Lets Figure It Out!
Baby Bust (1967-1979)
Baby Boom(1947-1966)
Future(1996-2010)
Baby Boom Echo(1980-1995)
David Foot, Boom, Bust Echo, 1996
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Generation X
Generation Y
Baby-boomers
These designations were popularized by the arts
and the media
Book by Douglas Coupland and British punk band
Alphabetical extension
Impact of the phenomenon
Various Designations
Generation
Generation
Lost
Digital
Nexus
WHY?
Green
Baby-boomers
Baby-bust
In-between
Nameless
Echo
Internet
Disposable
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?

• Why do the various generations and
  intergenerational dynamics give rise to so many
  reactions and questions

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Because

• The generations have significantly different
  values, needs and expectations.
• Stereotypes and prejudice still abound and people
  dont really know one another (we must take the
  time).
• Emotions play a major role.
• The power of complementarity is overshadowed by
  the comfort of similarity.

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and because, at the same time, the working
world is undergoing profound changes

• The active population is aging
• Talent is scarce
• Some retirements may be pushed back
• The employment contract is amended to the benefit
  of the employee (mutual agreement)
• The concept of career has changed (special
  projects, lateral movement)
• Organizations do not openly acknowledge these
  differences between generations and tend to want
  to treat everyone the same way

Succession stakes
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Intuitively, how do you perceive them?
Realistic
Dynamic
Tolerant
Ambitious and mobilized
Focused on the present
Idealistic
Independent
Focused on rules and processes
Sceptical
Respectful
Political
Attentive
Adaptable to change
Optimistic
Technologically savvy
Thrill-seeking
Critical
Confident
Interested
Creative
Impatient
Results-oriented
Intra / entrepreneurial
Focused on consensus
Lazy
Self-oriented
Eager to please
Generation X
Generation Y
Baby-boomers

• G
• É
• n Y

• G
• É
• n Y

• G
• É
• n Y

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Whats What? Generation Y
Optimistic
The work world is open to us!
Confident
We have the technical knowledge.
Respectful
Yes, as to skills, but, as to authority, no
thanks!
Long live diversity, but beware the lack of
flexibility.
Tolerant
This is taking too long! What can we get done
today?
Impatient
Thrill-seeking
Theres not enough diversity here!
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Whats What? Generation X
Attentive
To personal needs, values and balance.
We know how it works, no need to read the
instruction manual.
Technologically savvy
We dont want just a job. We also want
opportunities to grow!
Thrill-seeking
The method isnt important as long as the goal
is reached!
Results-oriented
Sceptical
Is it important for me?
We wont sit around well create our own
opportunities!
Intra / entrepreneurial
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Whats What? Baby-boomers
Idealistic
Opportunities exist!
Self-oriented
Why isnt he like me?
Focused on consensus
Before moving too fast, well ask the others.
Eager to please
What impact will all this have on my status?
Im up for a promotion. Im going to double my
efforts.
Ambitious
Political
Itll be fine. I know them.
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Overview
A point in common
?
Being respected
Generation Y
Baby-boomers

• Need for immediacy right away!
• Desire to contribute
• Confidence and optimism
• Thrill-seeking
• Need for validation
• Tolerance for differences
• Admiration for skills
• Parental supervision
• Forever questioning
• Concept of child as king (for those who are
  younger)
• Focus on speed
• Loyalty to co-workers

• Feeling of building a new culture
• Perception of themselves as a pivot generation
  before and after us
• Employment opportunities
• Normalcy of the role of workaholic
• Idealism
• Ambivalence as regards authority
• Search for status
• Consensus-based approach
• Mass effect
• Divorces
• Social programs, institutions
• Focus on rules and processes
• Loyalty to the organization

Generation X

• In-between generation
• Victim of economic upheavals
• Egocentrism
• Desire to maintain employability
• Flexibility / Independence
• Technological knowledge / High level of education
• Scepticism (Institutions)
• Desire to balance private life and work
• Importance of family
• Mistrust of organizations
• Focus on results
• Return to ones roots
• Loyalty to management

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• The Generationsand Work

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Generation Ys Expectations Regarding Work

• Varied work experiences
• Definite sense of contributing
• Independence and accountability, with adapted
  supervision and leadership
• Presence of models in the work environment and
  establishing partnerships
• Flexible supervision by competent individuals
• Continual feedback as to skills
• Access to technology
• Team spirit (commitment)
• Consultation, with consideration given to their
  opinion

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Generation Xs Expectations Regarding Work

• Work experiences and challenges that promote
  learning
• Definition of clear and measurable objectives
• Focus on results and flexible processes
• Valid feed-back (positive and constructive)
• Relaxed work environment, avoidance of politics
• Pragmatism and efficiency
• Independence as to actions and decisions
• Teams strengthened by the desire to work together
• Problems addressed openly
• Respect for the balance between work and personal
  life

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Baby-boomers Expectations Regarding Work

• Work experiences that allow for making an impact
  and moving up within the organization
• Warm and dynamic environment
• Consensus-based approach (democracy)
• Teams strengthened by formal and informal rules
• Focus on the future of the organization, global
  context
• Personal interaction with their manager
• Recognition by the organization and by peers
• Respect for experience
• Participation in decision-making
• Emphasis on rules and processes

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?

• How to Manage and Motivate
• Various Generations

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Adopting an Integrated ApproachSome Suggestions
Role of the organization

• Provide an environment where choices exist
• Enhance the complementarity of teams (knowledge,
  know-how, soft skills)

Baby-boomers
Generation Y
Generation X

• Acknowledge experience
• Define and clearly communicate rules and
  processes
• Develop mentoring dynamics

• Enhance the achievement of objectives and
  efficiency
• Promote the development of skills
• Respect the need for balance
• Promote independence
• Avoid a culture that is overly political

• Provide access to the latest technology
• Create a team culture
• Communicate frequently and informally
• Encourage humour in the workplace

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Adopting an Integrated Approach Some Suggestions
(contd.)
Tasks

• Ensure that organizational expectations mesh with
  everyones interests
• Develop and diversify tasks on the basis of
  everyones interests

Generation Y
Generation X
Baby-boomers

• Demonstrate the importance and impact of their
  role
• Establish high objectives
• Consult, consult
• Encourage networking

• Establish clearly measurable objectives
• Maintain the link between training and its
  possible application
• Welcome their suggestions to improve processes
  and services

• Establish clear and precise objectives
• Promote participation in outside activities
  (training, conferences) as well as formal and
  informal team activities
• Foster participation in different projects

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Adopting an Integrated Approach Some Suggestions
(contd.)
Role of the immediate manager

• Know the person behind each resource
• Adapt your management style to the person
• Serve as a model / Build your credibility

Generation X
Generation Y
Baby-boomers

• Incite involvement through questions
• Value experience and promote its sharing
• Continue to support their development despite
  their experience
• Involve them in changes
• Adopt a democratic and cooperative leadership
  style

• Openly address problems
• Make people accountable for their choices
• Respect personal lives and the desire for
  independence
• Adopt an open, results-oriented leadership style
• Agree on follow-up mechanisms

• Establish commitment contracts with the team
• Define short-term objectives
• Take time to show an interest in personal lives
• Adopt a leadership style focused on coaching and
  delegation (temporary assignments)
• Build team spirit

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?

• How To Promote
• Intergenerational Synergy

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Promoting Intergenerational Exchanges and
Complementarity
Generation Y
Generation X

• Common goals
• Clear contribution
• Open communication
• Respect for differences
• Complementarity
• Adapted management
• Commitment and trust

Baby-boomers
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• Treat people as if they were what they ought to
  be and you help them to become what they are
  capable of being.

Goethe
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