C E N T E R F O R C R E A T I V E L E A D E R S H I P
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1 Retiring the Generation G A P J E N N I F E R J. D E A L, P H. D. C E N T E R F O R C R E A T I V E L E A D E R S H I P Prepared by Jennifer J. Deal, Copyright Center for Creative Leadership, 2008
2 CCL Today Serves more than 21,000 individuals from more than 3000 organizations in more than 120 countries each year Clients include half of Fortune Global 100, as well as major government agencies, nonprofit organizations, and educational institutions Locations in North America, Europe, and Asia Consistently ranked among the world s top providers of executive education in The Financial Times and BusinessWeek
3 Outline Who are the generations? Principles you can use The Bottom Line
4 What have you heard?
5 Who doesn t want this job? You are well paid. You do interesting work. You have the opportunity to advance. You have the opportunity to learn and develop. You have a supportive boss. You work with peers and subordinates you trust. You are treated with respect. You have leaders who are credible and trustworthy.
6 Research Total of 6041 respondents Results reported in the book are based on 3200 respondents who were both born and currently live in the USA 59% female, 41% male 88% white, 12% non white 85% with a BA/BS or higher 50% with MA/MS or higher
7 Level within the organization 16.2% from top/executive 21.7% from upper middle management 30.6% from middle management 27.6% from professional 3.9% from other
8 Time Spent in Management more than 20 years not in management years less than 1 year years 1-5 years 6-10 years
9 Generations 7.5% Silents (born ) 27.9% Early Boomers (born ) 29% Late Boomers (born ) 30.1% Early Xers (born ) 5.5% Late Xers (born )
10 Silents Born Currently 63 to 83 years old Retiring or approaching retirement Very small generation Members: Clint Eastwood, John McCain, Joe Biden, Nancy Pelosi, Martin Luther King, Sandra Day O Connor
11 Baby Boomers Born (after World War II) Currently 45 to 62 years of age Middle to late career and approaching retirement The largest generation of Americans born Members: Oprah Winfrey, Bill Gates, Bill & Hillary Clinton, Steve Jobs, David Letterman, George W. Bush, Barack Obama
12 Generation X Born 1964 to 1986 Currently 22 to 44 years of age Early to middle career A much smaller generation than the Baby Boom Members: Brooke Shields, Sergey Brin & Larry Page, John Sununu, Adam Putnam, Sarah Palin
13 Supply and Demand Silents Baby Boomers Generation X Generation Y/ Boomlet 82 to 62 to 44 to 22 to 2 Mitra Toossi, Monthly Labor Review, November 2006
14 Principle 1: Principle 2: Principle 3: All Generations Have Similar Values; They Just Express Them Differently Everyone Wants Respect; They Just Don t Define It the Same Way Trust Matters Principle 4: Principle 5: Principle 6: People Want Leaders Who Are Credible and Trustworthy Organizational Politics Is a Problem No Matter How Old or Young You Are No One Really Likes Change Principle 7: Loyalty Depends on the Context, Not on the Generation Principle 8: It Is as Easy to Retain a Young Person as an Older One If You Do the Right Things Principle 9: Everyone Wants to Learn More Than Just About Anything Else Principle 10: Everyone Wants a Coach
15 Principle 1: Principle 2: Principle 3: All Generations Have Similar Values; They Just Express Them Differently Everyone Wants Respect; They Just Don t Define It the Same Way Trust Matters Principle 4: Principle 5: Principle 6: People Want Leaders Who Are Credible and Trustworthy Organizational Politics Is a Problem No Matter How Old or Young You Are No One Really Likes Change Principle 7: Loyalty Depends on the Context, Not on the Generation Principle 8: It Is as Easy to Retain a Young Person as an Older One If You Do the Right Things Principle 9: Everyone Wants to Learn More Than Just About Anything Else Principle 10: Everyone Wants a Coach
16 Question: Do older and younger people have different values?
17 Top Values Family (60%) Love (31%) Integrity (28%) Spirituality (21%) Self respect (17%)
18 Top Values by Generation Silents Early Boomers Late Boomers Early Xers Late Xers ( ) ( ) ( ) ( ) ( ) family 46% family 45% family 64% family 67% family 73% integrity 46% integrity 32% integrity 29% love 32% love 49% love 26% love 27% love 29% integrity 24% spirituality 28% spirituality 25% spirituality 21% spirituality 23% happiness 20% happiness 25% self respect 22% self respect 21% happiness 18% spirituality 17% friendship 25%
19 Principle 1: All Generations Have Similar Values; They Just Express Them Differently
20 Therefore Policies that reinforce and align with Top 10 Values can help improve employee satisfaction. Remember, values and behaviors aren t the same thing someone can behave very differently from you and still hold the same values. Is the conflict actually about values? Act as a coach
21 Question: What do people mean when they say they want respect? Listen to me; pay attention to what I say. Give my opinions the weight I believe they deserve. Do what I tell you to do; stop questioning me.
22 Principle 2: Everyone Wants Respect; They Just Don t Define It the Same Way
23 Therefore Remember: People in positions of authority want their decisions to be respected. Older people want their experience and wisdom to be respected and deferred to. Younger people would like their fresh ideas and suggestions to be respected. Is the intention to be disrespectful? Questions do not necessarily demonstrate disrespect.
24 Question: When asked what their organizations need to do to retain them as committed employees, do older and younger people say different things?
25 What they said about what they want Give me interesting work to do; recognize my efforts; pay me fairly. Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
26 What they said about what they want Silent Give me interesting work to do; recognize my efforts; pay me fairly. Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
27 What they said about what they want Silent Give me interesting work to do; recognize my efforts; pay me fairly. Late Boomer Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
28 What they said about what they want Silent Give me interesting work to do; recognize my efforts; pay me fairly. Late Boomer Late Xer Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
29 What they said about what they want Silent Give me interesting work to do; recognize my efforts; pay me fairly. Late Boomer Late Xer Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Early Boomer Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
30 What they said about what they want Silent Give me interesting work to do; recognize my efforts; pay me fairly. Late Boomer Late Xer Additional responsibilities. Challenging and rewarding opportunities to grow. Significant compensation. Opportunity to influence strategy and results. Offer advancement options with schedule flexibility, add mentoring for younger professionals, reward good work more than seniority. Early Boomer Early Xer Provide reasonable long term opportunity for advancement within the institution; continued challenges in current position, reasonable compensation and benefits, recognition of value of contribution to organization. Offer opportunities to learn, develop, advance, be recognized, earn competitive salary and have fun.
31 What does your organization need to do to keep you as a committed employee? Most Common Responses: 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% career/job continue - doing well compensation values issues business itself quality of life communication work itself N=2861
32 60% 50% 40% 30% 20% 10% 0% What do the different generations want? career/job continue - doing well compensation values issues business itself quality of life communication work itself Silents Early Boomers Late Boomers Early Xers Late Xers
33 advance me give me opportunities help me learn and develop use me respect and recognise me support me Improving the career/job means: challenge me
34 What do the different generations want? challenge me advance me give me opportunities help me learn and develop use me respect and recognise me support me Silents Early Boomers Late Boomers Early Xers Late Xers
35 Learning 97% said that it was important for them to learn on the job 90% of respondents said they were learning on the job 79% said they were developing the skills they need for the future
36 Principle 8: It Is as Easy to Retain a Young Person as an Older One If You Do the Right Things
37 Therefore Employees of all generations are more likely to remain with an organization if they receive: good compensation, learning and development, opportunities for advancement, respect and recognition, good quality of life outside of work Employers can focus their efforts on this list, but must realize that each individual wants a slightly different combination.
38 The Bottom Line
39 Supply and Demand Silents Baby Boomers Generation X Generation Y/ Boomlet 82 to 61 to 44 to 23 to 2 Mitra Toossi, Monthly Labor Review, November 2006
40 Well paid. EVERYONE wants a job where they are: Do interesting work. Have the opportunity to advance. Have the opportunity to learn and develop. Have a supportive boss. Work with people they like and trust. Are treated with respect. Have leaders who are credible and trustworthy.
41 In case youʹre worried about whatʹs going to become of the younger generation, itʹs going to grow up and start worrying about the younger generation. Roger Allen
42 To participate in the next phase of the research, please go to:
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