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Leaders Look at the New Workforce

DATE: Friday, March 9, 2012

TIME: 09:00am to 10:30am

LOCATION: Orlando, FL

FACILITATOR: Diane Thielfoldt

FORMAT: Keynote Speech

TYPE: By Invitation

A Leader’s Look at the Changing Workforce
You’re moving quickly but are you moving fast enough? If you’re keeping up you know that there are four generations of employees in the workforce: Silents (1933-1945) Baby Boomers (1946-1964) GenX (1965-1976) and Millennials (1977-1998.)
Four generations of employees; working shoulder to shoulder, cubicle to cubicle, and network to network across the globe.
Today’s workforce is a very different workforce than in the past.
There is a strong belief that the younger generations of the workforce, Gen X and Millennials (Gen Y) are different from the generations that preceded them – the Baby Boomers and the Silents. There are many reasons to declare that there are differences. Gen X and Millennial employees are themselves increasingly the children of working mothers and the children of the downsized generation. They know first-hand what it is like to have one or two parents in a workplace where work has become increasingly demanding and hectic and many, if not most, have known someone who lost a job due to workforce downsizing. They have seen the transition from the notion of relative job security to “employment at will” where employers are less loyal to employees and assume that the employee is responsible for their own employment. They have lived through turbulence in the labor force in the early 90s, the rise and fall of the dot com bubble, and uncertainty in the economy and the workforce over the past few years. They were coming of age when the horrific events of September 11, 2001 occurred, perhaps shaping or at least sharpening their priorities in life and in work.
You probably notice subtle changes every day – differences in work ethic, communication styles, career outlook, expectations of bosses, retention factors, or what keeps people engaged in their work. And while this generational mix has potential for conflict and misunderstanding and even resentment . . . there are huge opportunities for productivity, creativity, knowledge sharing and strategic advantage.
The workplace has changed.
“75% of American workers are not happy at work—and 90% of a company’s performance comes from the 20% of its engaged employees. As a result, 70% of a leader’s job should focus on building talent and creating an engaging culture. How much time are you spending on engaging and retaining talent?”
The demands of a changing workforce and workplace bring us new challenges. Today’s game is about talent, but leaders and employees are often locked in roles, titles and hierarchy that made more sense a decade ago. The success of your organization depends on talent.
Managers today need hard hitting, information about the workplace and what they must do to remain relevant and stay in the game — how to recruit, coach, engage and retain each generation.
Multi-generational leadership is not just a fad, it is the new essential. Providing managers with skills and tools to successfully lead across the generations is the new core, critical element for forward-thinking organizations.
Learning Outcomes
Participants will learn the essentials:
• Awareness: headlines, demographics and the population trends that created the issue.
• Appreciation: the four generations in the workplace and the forces that shaped their preferences, attitudes, behaviors and the unique needs associated with each generation.
• Action: tactics, strategies — practical ideas to hire, onboard, coach, engage and retain today’s diverse talent.