Words and tone respectful Good grammar and diction No profanity or slang Relationship building, over coffee or Business and intertwined Mutual interests Link to vision, mission Direct, immediate Time conscious No WIIFM Specific scope and deadlines Most important message – face to face or phone Be positive Tie message to goals No cynicism or sarcasm Don’t be condescending List as many techniques you can think of to communicate with your staff What ways work best for the different generations? How can you begin implementing these techniques now? Leading the Generations B Demonstrate your knowledge and experience Create mentor relationships Use coaching techniques Establish non-authoritarian environment Offer fresh assignments Provide developmental experiences Recognize and tap into expertise Understand their work ethic – allow it but don’t abuse it
Leader Motivation Leaders who get them involved and show them how they make a difference Allow them to get the job done on their own schedule (even if unorthodox) Connect their actions to personal and career goals Rewards and Recognition Seek personal appreciation and recognition Free time, upgraded resources, bottom line results, development opportunities Awards, certificates, tangible evidence of credibility Retention ideas Offer flexible work arrangement (such as telecommuting, adjustable scheduling, personal time for family) Offer phased retirement and health/wellness programs Allow them to work autonomously Show them options for schedules Flexible work schedules – assign a task and they will get it done Frequent, accurate, specific, and timely feedback to build skills and improve their resume Provide flexibility to allow them to pursue outside interests Get them involved in meaningful volunteer efforts Pair with older mentors (preferably Boomers) Leverage their capability to access and share information quickly Creating Boomerang Employees Support their decision to leave Provide exceptional references Conduct a personal exit interview Ask for new contact info Connect where possible Social Ask for referrals when jobs open up Send appropriate jobs – ask ex-employee to apply
Management cover, succession? Management cover, succession? Opportunities Market developments? Competitors' vulnerabilities? Industry or lifestyle trends? Technology development and innovation? Global influences? New markets, vertical, horizontal? Niche target markets? Geographical, export, import? Market need for new USP's? Market response to tactics, e.g., surprise? Major contracts, tenders? Business and product development? Information and research? Partnerships, agencies, distribution? Market volume demand trends? Seasonal, weather, fashion influences? Threats Political effects? Legislative effects? Environmental effects? IT developments? Competitor intentions - various? Market demand? New technologies, services, ideas? Vital contracts and partners? Obstacles faced? Insurmountable weaknesses? Employment market? Financial and credit pressures? Economy - home, abroad? Seasonality, weather effects? Political effects? Tuckman’s Team Development Model
Team Development Forming Storming Norming Performing Member behavior Characterized by... Anxiety Search for structure Silence Reactive to leader Superficial Overly polite Characterized by... Increased testing of Fight or flight behavior Attacks on the leader Polarization of the team Power struggles Hostility/silence Fails to commit to action plans Characterized by... Effort to get along Constructive conflict Realistic norms and guidelines Functional relationships Acceptance of each other and leader Caring, trusting, and enjoyment Characterized by... Cohesiveness Conflict management Active listening Shared leadership Creative problem solving Here and now Reaction to Leadership Accepted / tested by members Tentative Power struggles Jockeying for position/control General support Differences acknowledged Leadership distributed among members by expertise Decision making Dominated by active members Fragmented Deadlocks To team leader by default, or Most powerful or loudest Based on individual expertise Often by leader in consultation with team member By consensus Whatever it takes collectively or individually Climate Cautious Feeling suppressed Low conflict Few outbursts Subgrouping criticism Disagreements between subgroups Dealing with differences Opening up true feelings Straight confrontation Shared responsibility Open expression Disagreements resolved promptly Task functions & issues Get the team started, establish identity... Develop common purpose Orientation Provide structure Build trust Manage transitions Question identity, manage increased conflict... Openly confront issues Increased participation Testing of group norms Increasing independence from leader Establish realistic guidelines and standards... Team responsibility Cooperation and participation Decision making Confronting problems Shared leadership Quality and excellence Team assessments Progress toward goal, true collaboration Monitor accomplishments Critique process, assess interactions Avoid ‘groupthink’ Satisfy members’ personal Leadership Reduce the uncertainty... Set goals, clarify purpose Draw out questions Let members get to know each other Model expected behavior Legitimize conflict... Examine own response to conflict Reinforce positive conflict resolution efforts Acknowledge conflict as essential for change Do not become more authoritarian Encourage norm development... Develop goals Use consensus Redirect questions Develop positive listening skills Maintain team skills... Maintain technical and interpersonal skills Provide feedback on group’s effectiveness Assist in gaining more meaning from meetings Based on the group development model developed by Bruce Tuckman
Idea Evaluator Form 1 C A 13 C A 25 C A 37 C A X B X B X B X B 2 C A 14 C A 26 C A 38 C A X B X B X B X B 3 C A 15 C A 27 C A 39 C A X B X B X B X B 4 C A 16 C A 28 C A 40 C A X B X B X B X B 5 C A 17 C A 29 C A 41 C A X B X B X B X B 6 C A 18 C A 30 C A 42 C A X B X B X B X B 7 C A 19 C A 31 C A 43 C A X B X B X B X B 8 C A 20 C A 32 C A 44 C A X B X B X B X B 9 C A 21 C A 33 C A 45 C A X B X B X B X B 10 C A 22 C A 34 C A 46 C A X B X B X B X B 11 C A 23 C A 35 C A 47 C A X B X B X B X B 12 C A 24 C A 36 C A 48 C A X B X B X B X B