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RE-FRESH...Evolution, Not Revolution

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Coaching Generational Leaders

With an aging population, the need for succession planning continues to be seen as a continuing challenge in many organizations. That along with the interest to maximize performance within the workforce, sees the need to better understand the needs, wants and tendencies of the different age groupings found within the diverse nature of organizations.

 MGI helps organizations better understand how to 'coach' performance in the difference age groupings.

 

Coaching the Generations:

Boomers  1946-1964

Boomers look to be respected in the workplace (the way you relate to them, ask them advice, so on.) They are hard-working and have vast experience that they desire to be recognized for or taped in to.

 

Generational X  1965-1980

Gen X is good at change and technology (compliment them in these areas.) More autonomy, more allowing them to solve their own problems, more flexibility increases their leadership energy.

Generation Y 1981-2000     

To get the best out of Gen Y we must focus on being their mentor/hero not boss, and get their inpuon the best ways to have a social conscience impact and how to develop community with in the work place. Don’t forget giving Gen Y daily feedback can be part of your mentoring process, use technology to communicate as part of your process.