Class Summary
Employees are living longer, retiring later, and re-evaluating their career goals based on different expectations than their parents had. Supervisors’ expectations are often based on models rooted in the past that are no longer competitive in today’s changing marketplace.
In this half-day program, you will see the benefits of working with a wide variety of styles and how to successfully work with different age groups.
MGT493QM
3.5
Combinable
0.27
One 4-hour session
All employees will benefit from this program. Managers, supervisors, and team leaders will find it indispensible.
- Identify different age groups and their different cultural and personal values.
- Viewing cultural change as part of generational changes.
- Explore values, both personal and career.
- Reframe age stereotypes as information, rather than personal attacks.
- Hold other people's values with respect.
- Maintaining professional attitudes when working with different age groups.
- Using mentorship as a method of unification among groups.
- Finding a mentor and becoming a mentor: two paths to career growth.
- Who Are the Five Generations
- Why Those Dates? Why Can’t Everyone Agree?
- Traditionalist: Left the Farm, Joined the Industrial Age
- Boomers Were Fascinated with Science, Competition
- Gen X: Saw the Beginning of the Information Age
- Gen Y: Made Friends with Technology
- Gen Z: Switch from “Knowledge is Power to “Attention Span is Power”
- Old Ideas Don’t Work Anymore
- Can We Just Ignore Differences and Work Together?
- Gridlock at Work: Where We Trip Up
- Who Are You?
- Your Personality Preferences
- The Great Flip-Flop Flap
- Four Steps for Leading Through Generational Gridlock
- Not Every Technique Works All the Time
- Everyone Needs a Mentor
- What Makes a Good Mentor
- Pay Attention to Negative Wording
- Here Are Five Areas of Generational Conflict (Again)
- Examples/Exercises
- Figure It Out
- Resources, Print and Online