Presenters: Lois Fried, CPP
Chris Burley, Sr. Director of Learning, ADP,LLC
October 9, 2015
• Succession Planning 101
• 21st century events driving succession planning
• Defining the generations and what defines them
• Understand how social experiences have shaped
them
• Putting it all together
Succession planning is:
• A means of identifying critical management
leadership positions to ensure continuity,
retain & develop intellectual capital for the
future, and encourage individual
advancement.
• A talent management strategy to help identify
and foster the development of high-potential
employees.
•Diverse workforce
•Tightening labor market
•Shortage of qualified candidates
•Demand for training and development
•Global Market
Who was on the radio when you were in
High School?
• Elvis, Guy Mitchell, Dean Martin, Pat Boone,
Platters
• Simon and Garfunkel, Don McLean, Hendrix,
Led Zeppelin
• Sinead O'Connor, Bell Biv Devoe, Nirvana,
Beastie Boys,
• Coldplay, Outkast, Dave Mathews Band, Train
• Generational differences influence behavior;
however, this does not mean that
generational differences determine adult
interactions.
• There are a host of other variables that
impact behavior and outcomes.
• Generational differences represent only one
of these factors.
•68 million
•18M: 1901-1924
•Silent Majority 50M: 1925-1942
•Cusp: 1940-1945
•77 M
•1st Wave: 1943-1951
•2nd Wave: 1952-1960
•Cusp: 1960-1965
•44.6 M
•1961-1981
•Cusp: 1978-1983
•95 M
•1983-2002
“Each generation imagines itself to be more
intelligent than the one that went before it, and
wiser that the one that comes after it.”
George Orwell
•
•Great Depression
•New Deal, Large Government
•Winning WWII (half of all adult men
were Vets)
•Move from farm to suburbs
•Development of Huge Companies
•Growth of Communication
• Rock and Roll
• Affluence
• Vietnam
• Television
• School Standardization
• Suburban schools
• Cold War
• Watergate
• Space travel
• Civil Rights
• Assassinations
• Sexual Revolution
• Women’s Liberation
• Influenced by peers, schools
• Woodstock
and media as much as by
parents
• Divorce
• Recession
• Computers at home
• Fall of Berlin Wall
• Challenger
• Pan Am 103
• Manufacturing goes oversees
• Global economic competition
• Discussed rather than
memorized the Gettysburg
address
• Zero-tolerance schools
• Libya
• Divorce
• 23% Interest rates
• Aids
• School shootings
• 9/11
• Highly Scheduled
• Oklahoma City
• Expected a toy with their
• Technology Boom
meal
• Went through school in
teams
• Pervasive technology
• Child focused world
• Clinton / Lewinsky
• Boomer parents
emphasized self-esteem
• Hard work
• Dedication & sacrifice
• Respect for rules
• Duty before pleasure
• Confidence in Leaders,
Experts and
Government
• Chain of Command
• Loyal, honorable,
disciplined, patient
• Optimism
• High Expectations
• Team orientation
• Challenge Authority
• Personal gratification
• Competitive
• Involvement
• Emphasis on fairness
• Personal growth
• Process and Procedure
• Focused on Self Improvement • Workaholic
• “Nuclear Families
• Diversity
• Less influence politically
• Techno literacy
• Expect bad things to happen
• Fun and informality
• Get Real
• Self-reliance
• “Family” isn't necessarily
• Pragmatism
• Have seen Org. loyalty
doesn’t pay off
• First generation to not do as
well as their parents
Family
• Prefer email to phone
•
Optimistic
•
Comfortable in networks
•
Feel civic duty
•
Will have multiple careers
•
Raised with lots of choices
•
Realize life could end at any
moment - want to make a
difference
•
Expect things to be “right” at
work
•
Huge voting block
•
Confident
•
Achievement oriented
•
Respect for diversity
•
Realistic
•
Informal
•
Multi-taskers
Builders: “Always be faithful”
Boomers: “Do your own thing”
Gen X: “Get real”
Millennials (Gen Y): “Believe in yourself”
Builders: do what you have to so you can give
your family a better life
Boomers: work hard and get ahead
Gen X: work as hard as you have to and get a life
Millennials/Gen Y: work, but make a difference
Builders:
Team Player - work as a team under the chain of command
Boomers:
Individual - do your own work, but play by the rules
Gen X:
Individual - do what needs to be done in the fastest way
Millennials/Gen Y:
Team Player - work in teams, everyone counts
Builders: I want to know I did my duty and I
belong here.
Boomers: I want status or recognition, a
window, perks.
Gen X: I want options.
Millennials/Gen Y: I want meaning and
significance.
Builders: School of hard knocks
Boomers: As a reward
Busters: Prepare me to leave, and I’ll stay
Millennials/Gen Y: Duh?!
Builders: No news is good news
Boomers: Feedback once a year and lots of
documentation
Gen X: Sorry to interrupt but how am I doing?
Millennials/Gen Y: Feedback whenever I want it at the
push of a button
Pick the statement that would best describe a Baby
Boomer’s approach to decision making:
• We work through the options and decide
together.
• Whoever is the most savvy on this topic
decides.
• We follow a process and the boss ultimately
decides.
• The boss decides
Pick the response that a Gen X’er would
say about work ethic:
• Work 9 to 5 and stay late with overtime.
• It’s a 24/7 world so I'm leaving at 5. I can log
on tonight.
• Work 8 to 6 and then take it home.
• Do the required work, then take it home if you
have to.
Who will get more done if it’s “fun”?
• Builders
• Boomers
• Gen X
• Millennials
What kinds of employers are going to be most
impressed by your credentials?
• Builders
• Boomers
• Gen X
• Gen Y
Which generation is most likely to interrupt
during a presentation?
• Builders
• Boomers
• Gen X
• Gen Y
Which of the 2 generations are the most
loyal to their boss and company?
• Boomers and Millennials
• Gen X and Builders
• Builders and Boomers
• Gen Y and Builders
Demystifying the Millennials
• Millennials expect more compensation and
faster promotion than other generations…
• 6%X,3% all others.
• Millennials use technology at work more than
• other generations…33%X, 35%Y, 30%Boomers
• Millennials are more likely to accept a new
job than other generations for almost any
reason…57%X,52%Y, 44% Boomers
• Provide Accurate, Ongoing Feedback on
Performance and Potential
• Access capabilities and determine options
• Demonstrate Realistic Career Paths
• Use Millennials to Provide Feedback on
Technology Platforms-reverse mentoring
• Hold Frequent Career Discussions
• Taking action
• Assessing individual skills and abilities
• Onus is on the employee
• Knowing when to stay on course, take a turn
or set off in a new direction
• Building technical skills
• Mastering functional skills
• Developing organizational skills
• Communication and collaboration
Thank you and please remember to complete
your evaluation for this session.