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Leveraging and
Managing Generation
  Human Capital
Alicia Agnew, Moderator
            Small Business Development Consultant,
            African American Chamber of Commerce

                  Jennifer Gleeson Blue
                       Founder, GenEdge

                        Ken Haycook
                      Owner, Kendel Group

                        Nicole Lipkin
Co-Author, Y in the Workplace: Managing the “Me First” Generation
Jennifer Gleeson Blue

       Founder
       GenEdge
Ken Haycook

    Owner
 Kendel Group
How to Manage
Your New Employees




       Kendel Group   10/13/2009   5
It’s important to remember that
generalizations about the generations
are just that.

Age defines a demographic, not a
person.

You have to pay attention to individual
personalities

                          Kendel Group   10/13/2009   6
Background:

◦ Baby Boomers (1946 – 1964)

◦ Generation X (1964 -1980)

◦ Generation Y (1981-2000)
   (Generation E)


                        Kendel Group   10/13/2009   7
~70 Million Boomers        *


  ~40 Million Gen X*
  ~   68 Million Gen Y   *


  45% of all businesses are
  owned or ran by Boomers        #


* AARP
# US Census Bureau




                                     Kendel Group   10/13/2009   8
Gen X has only 10 % of leadership
positions*
89% of graduating Gen Y Seniors expect
a job offer, 74% expect 2 offers. #
48% will boomerang, 22% will live with
their parents for as long as 6
months#

* Careerbuilder Survey
# Monster Trak Survey




                         Kendel Group   10/13/2009   9
Even after being hired, 66% Gen Y’s will continue
to job
surf #

44% will renege on employee contracts if
something better comes along #

56% expect a promotion within 12 months,
 61% expect a flexible work schedules and
 50% more vacation than normal*


# Monster Trak Survey
* Wall Street Journal




                                   Kendel Group   10/13/2009   10
Self-assured
◦ Self-inventive/individualistic, Celebrate
  diversity
◦ Rewrite the rules
◦ They need to understand the requirements of
  business
You gotta to take charge
◦ Irreverence of institutions with no community
  involvement
◦ Be prepared for demanding, high
  expectations, high maintenance people
◦ They will strive for supervision
                              Kendel Group
Well Educated
◦ Spend time providing information and guidance
◦ Offer a customized training plan
◦ Classes should include classic soft skills –
  Orientation, Leadership, Communications, Time
  Management, etc.
Test me
◦ Offer Immediate “hands-on” work
◦ Let them make decisions
◦ Be impressed with their decisions



                                 Kendel Group
Community-awareness
◦ Very aware of community problems
◦ Will select responsible companies first
◦ You both should look for the noble causes


Let’s have fun
◦ Work/life balance
◦ Edutainment is required
◦ Don’t forget you own sense of humor




                                 Kendel Group
Inclusive
◦ Friends are their family too
◦ No one is left behind
◦ They will collectively quit
Respect me
◦ Money is not important (or NOT), respect is
◦ Value me as you value the older staff
◦ Be prepared to address this issue directly




                                  Kendel Group
Be flexible
◦ Telecommuting, Split shifts, job sharing
◦ Casual dress every day
◦ Be sure to do an Employee/Employer Contract
Goal Setting and Attainment-oriented
◦ Loyalty is to team or project partners
◦ Work well with my friends on my team
◦ Accommodate this if possible with a
  senior mentor




                                  Kendel Group
Can be more productive
◦ Excellent Communication skills
◦ Distrust email, over trusts MySpace, etc.
◦ You must learn new technology to keep up
Genuinely nice (or NOT).
◦ They were taught proper manners
◦ They have to help people at work




                                 Kendel Group
1.   Always look for a leader in the group.

2.   There will be a re-thinking of work as work.

3.   Job Sites will suffer because Gen Y’s will not
     use them.




                                  Kendel Group
4.   Work force in the physical labor jobs will be
     nearly impossible to find.

5.   Entrepreneurship will change.




                                  Kendel Group
6.   International cooperation will increase.

7.   Gen Y’s will work in from 7 – 9 areas (Jobs,
     companies, countries, etc) before they retire.

8.   The Bad news is this is not an American
     Problem. ~60 % of the Gen Y Chinese
      and ~80% of the India Gen Y’s were
      reported to feel the same way.


                                  Kendel Group
Ken Haycook, PMP
Kendel Group
www.kendelgrp.com
khaycook@kendelgrp.com
501-351-3942




                         Kendel Group   10/13/2009   20
Nicole Lipkin

          Co-Author
Y in the Workforce: Managing the
       “Me First” Generation
• Used to winning and being the best
• They want to impress and do well
• They are thinking of ways to impress and 
  please
• They want to progress quickly
• Hands off ≠ Empowerment
• Effective leadership and management means: 
  – Being present and available
  – Skill development (technical and people skills)
  – High engagement and High support
Gen Y is used to being over‐parented and negotiating: 
• Providing structure, boundaries and clear expectations 
  with on‐boarding but revisit through reviews
• Role empowerment
• Career/leadership development
• Clearly identify what is negotiable and what is not
• Help them keep score
• Let them prove themselves
• Demand follow through and consistency
• Look for the natural teachers and relationship 
  builders
• Look for the one’s who are open to learning 
  and being challenged (and also open to 
  feedback)
• Understand the context of the culture, what 
  initiatives are you trying to drive‐balance 
  between results and behavior
• Look for those that are high in EQ
• Four domains:
    – Self‐awareness – Knowing and understanding what you are experiencing
    – Self‐management – Managing and expressing your emotions in socially 
      appropriate ways
    – Social awareness – Recognizing and having empathy for how others are 
      feeling 
    – Relationship management – Inspiring and influencing others, conflict 
      management

• Emotionally intelligent leaders empower and energize others 
  through:
    –   Enthusiasm
    –   Inspiration
    –   Ability to reflect on situations
    –   Empathy
    –   Self management emotionally and socially
    –   Effective in understanding what others need in order to develop, learn 
        and grow
Nicole A. Lipkin, Psy.D., M.B.A.
Business Consultant & Leadership Coach




     www.equilibriacoaching.com
      nlipkin@equilibriapcs.com
             267‐861‐3685
Question &
 Answer
Please complete the survey being
  distributed by the volunteers.
 Surveys may be returned to the
 volunteers or at the Registration
       Desk in Ballroom A.
Thank you to our sponsors

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Leveraging And Managing Generation Capital

  • 2. Alicia Agnew, Moderator Small Business Development Consultant, African American Chamber of Commerce Jennifer Gleeson Blue Founder, GenEdge Ken Haycook Owner, Kendel Group Nicole Lipkin Co-Author, Y in the Workplace: Managing the “Me First” Generation
  • 3. Jennifer Gleeson Blue Founder GenEdge
  • 4. Ken Haycook Owner Kendel Group
  • 5. How to Manage Your New Employees Kendel Group 10/13/2009 5
  • 6. It’s important to remember that generalizations about the generations are just that. Age defines a demographic, not a person. You have to pay attention to individual personalities Kendel Group 10/13/2009 6
  • 7. Background: ◦ Baby Boomers (1946 – 1964) ◦ Generation X (1964 -1980) ◦ Generation Y (1981-2000) (Generation E) Kendel Group 10/13/2009 7
  • 8. ~70 Million Boomers * ~40 Million Gen X* ~ 68 Million Gen Y * 45% of all businesses are owned or ran by Boomers # * AARP # US Census Bureau Kendel Group 10/13/2009 8
  • 9. Gen X has only 10 % of leadership positions* 89% of graduating Gen Y Seniors expect a job offer, 74% expect 2 offers. # 48% will boomerang, 22% will live with their parents for as long as 6 months# * Careerbuilder Survey # Monster Trak Survey Kendel Group 10/13/2009 9
  • 10. Even after being hired, 66% Gen Y’s will continue to job surf # 44% will renege on employee contracts if something better comes along # 56% expect a promotion within 12 months, 61% expect a flexible work schedules and 50% more vacation than normal* # Monster Trak Survey * Wall Street Journal Kendel Group 10/13/2009 10
  • 11. Self-assured ◦ Self-inventive/individualistic, Celebrate diversity ◦ Rewrite the rules ◦ They need to understand the requirements of business You gotta to take charge ◦ Irreverence of institutions with no community involvement ◦ Be prepared for demanding, high expectations, high maintenance people ◦ They will strive for supervision Kendel Group
  • 12. Well Educated ◦ Spend time providing information and guidance ◦ Offer a customized training plan ◦ Classes should include classic soft skills – Orientation, Leadership, Communications, Time Management, etc. Test me ◦ Offer Immediate “hands-on” work ◦ Let them make decisions ◦ Be impressed with their decisions Kendel Group
  • 13. Community-awareness ◦ Very aware of community problems ◦ Will select responsible companies first ◦ You both should look for the noble causes Let’s have fun ◦ Work/life balance ◦ Edutainment is required ◦ Don’t forget you own sense of humor Kendel Group
  • 14. Inclusive ◦ Friends are their family too ◦ No one is left behind ◦ They will collectively quit Respect me ◦ Money is not important (or NOT), respect is ◦ Value me as you value the older staff ◦ Be prepared to address this issue directly Kendel Group
  • 15. Be flexible ◦ Telecommuting, Split shifts, job sharing ◦ Casual dress every day ◦ Be sure to do an Employee/Employer Contract Goal Setting and Attainment-oriented ◦ Loyalty is to team or project partners ◦ Work well with my friends on my team ◦ Accommodate this if possible with a senior mentor Kendel Group
  • 16. Can be more productive ◦ Excellent Communication skills ◦ Distrust email, over trusts MySpace, etc. ◦ You must learn new technology to keep up Genuinely nice (or NOT). ◦ They were taught proper manners ◦ They have to help people at work Kendel Group
  • 17. 1. Always look for a leader in the group. 2. There will be a re-thinking of work as work. 3. Job Sites will suffer because Gen Y’s will not use them. Kendel Group
  • 18. 4. Work force in the physical labor jobs will be nearly impossible to find. 5. Entrepreneurship will change. Kendel Group
  • 19. 6. International cooperation will increase. 7. Gen Y’s will work in from 7 – 9 areas (Jobs, companies, countries, etc) before they retire. 8. The Bad news is this is not an American Problem. ~60 % of the Gen Y Chinese and ~80% of the India Gen Y’s were reported to feel the same way. Kendel Group
  • 20. Ken Haycook, PMP Kendel Group www.kendelgrp.com khaycook@kendelgrp.com 501-351-3942 Kendel Group 10/13/2009 20
  • 21. Nicole Lipkin Co-Author Y in the Workforce: Managing the “Me First” Generation
  • 22.
  • 23.
  • 24.
  • 25. • Used to winning and being the best • They want to impress and do well • They are thinking of ways to impress and  please • They want to progress quickly
  • 26. • Hands off ≠ Empowerment • Effective leadership and management means:  – Being present and available – Skill development (technical and people skills) – High engagement and High support
  • 27. Gen Y is used to being over‐parented and negotiating:  • Providing structure, boundaries and clear expectations  with on‐boarding but revisit through reviews • Role empowerment • Career/leadership development • Clearly identify what is negotiable and what is not • Help them keep score • Let them prove themselves • Demand follow through and consistency
  • 28. • Look for the natural teachers and relationship  builders • Look for the one’s who are open to learning  and being challenged (and also open to  feedback) • Understand the context of the culture, what  initiatives are you trying to drive‐balance  between results and behavior • Look for those that are high in EQ
  • 29. • Four domains: – Self‐awareness – Knowing and understanding what you are experiencing – Self‐management – Managing and expressing your emotions in socially  appropriate ways – Social awareness – Recognizing and having empathy for how others are  feeling  – Relationship management – Inspiring and influencing others, conflict  management • Emotionally intelligent leaders empower and energize others  through: – Enthusiasm – Inspiration – Ability to reflect on situations – Empathy – Self management emotionally and socially – Effective in understanding what others need in order to develop, learn  and grow
  • 30. Nicole A. Lipkin, Psy.D., M.B.A. Business Consultant & Leadership Coach www.equilibriacoaching.com nlipkin@equilibriapcs.com 267‐861‐3685
  • 32. Please complete the survey being distributed by the volunteers. Surveys may be returned to the volunteers or at the Registration Desk in Ballroom A.
  • 33. Thank you to our sponsors