Deemed 12 managers 'ineffective communicators.' Senior Management has determined that there is a single measure of communication that is successful. Help Senior Management determine what type of Communication Approach they utilize and provide education the approaches. Avoid judgement. Allow Senior Management to self-identify their Communication Approach. Hired a consultant to execute a seminar on 'Communicating for Managerial Effectiveness' for the 12 managers. Senior Management is willing to invest in change for the organization. Provide clear and concise guidelines and expectations via a partner agreement for the consulting work. assumptions. One should not assume that the issue lies within the 12 Managers, exclusively. If the seminar is successful, they will hire the consultant for a major contract. Senior Management has already determined what 'success looks like.' Ask what 'success looks like.' Avoid creating conclusions in advance. Allow the Senior Management to reach conclusions through introspection. Table 2.2 – Managers KISS Chart Know Infer So what should I do? So what should I avoid?
Unaware that Senior Management them as 'ineffective communicators.' The managers have not been told that they are 'ineffective communicators.' Help managers determine what type of Communication Approach they utilize and provide education the approaches. Avoid judgement. Allow managers to self their Communication Approach. All under the age of 35 years old. Belong to the Millennial generation. Research Millennials and determine if there are themes that tend to be important to them. Avoid stereotyping. There is a great deal of variation from one individual to another within a generational cohort. Have college degrees. Value education and knowledge. Ask the managers how they feel their college degrees have helped them within this career. Avoid assuming that the managers are effective managers simply because they have a college degree. Have never participated in training about 'Communicating for Managerial Effectiveness.' The software design firm has not offered this training in the past. Research the types of training that the organization has provided. Research the types of trainings that the managers have actually participated in. Avoid assuming that the organization has provided training. Avoid assuming that the managers have participated in trainings that were offered. Table 2.3 - Vice-President KISS Chart Know Infer So what should I do? So what should I avoid? Leads a software design firm with 500 employees. He manages a diverse workforce. Understand the career path he has taken in order to become the VP of an organization. Avoid assuming that he is neither capable nor incapable of leading a design firm with 500 employees, due to his age.
Main contact for the consultant Senior Management may see him as 'part of the problem,' 'part of the solution,' or someone that follow the lead of Senior Management. Help the determine what type of Communication Approach he utilizes and provide education about the approaches. Avoid judgement. Allow the Vice-President to self-identify his Communication Approach. 28 years old Belongs to the Millennial generation. Research Millennials and determine if there are themes that tend to be important to them. Avoid stereotyping. There is a great deal of variation from one individual to another within a generational cohort. Seems introspective He appreciates self-reflection and is aware of his thoughts and feelings. 'Deep thinker.' Ask the VP to meet 1:1 prior to the seminar to better understand his thoughts and feelings about the current direction of the organization. jumping to conclusions and interruption. Avoid setting the amount of time you feel is necessary - ask the VP to set the amount of time for the appointment. Paintings by Claude Monet around his room He appreciates 'Impressionism.' He may feel like the organization is a more like a sketch, or work in progress. Compliment the paintings. Ask questions why he chose those specific paintings to hang in his room. Avoid assumptions. Perhaps the paintings were hanging in the room when he accepted his position and there is no symbolism present between him and the paintings.
2 No annual cost of living when you are an excellent worker Baby Boomer WI Pay 2 Christian music at Employee Town Hall meetings. Surprises and frustrates. Baby Boomer WI Culture 2 Dress policy, or lack there of Baby Boomer WI Culture 2 IM, AIM, and number of reorganizations Baby Boomer WI Technology 2 Technology policies. computing, using cameras. Ect Baby Boomer WI Technology 2 Always need to involve several people to make small things happen. Example: 1 hour schedule changes in contact center.Variation in Data and reporting mechanisms across different departments Baby Boomer WI Culture 2 Hiring Process. Why we don't encourage promotions within a department to continue to build knowledge. Baby Boomer WI 2 Amount of money Thrivent is spending on cultural competency Baby Boomer WI Culture 2 Being able to bank only 15 days of PTO Baby Boomer WI Benefits 2 Dress Code Baby Boomer WI Culture 2 BYOD and cell phone no longer covered Baby Boomer WI Technology 2 It surpised me coming in how well employees are treated Millennial WI Culture 2 Would like to know more about different areas at Thrivent. Millennial WI Development 2 Getting security access for programs/data. Too many different forms/procedures no one good resource to find out what is needed Millennial WI Technology 2 The process to getting access to proper software Millennial WI Technology 2 The discount structure between employees an contractors. Or the fact that contractors seem to be outsiders Millennial WI Culture 2 Too much hiring/promoting based on family/friends Millennial WI 2 The amount of documentation needed to get a small no impact change into production Millennial WI Culture
2 Can't bring your own device Gen X WI Technology 2 48 hour challenge ticket rule when trouble shooting server issues with vendors that are not business critical Gen X WI Culture 2 HRs reluctance to us to flex with more frequency Gen X WI Flexible Work Schedule 2 Empowerment to line staff comes across as weak. People aren't empowered to do what's right for members or field Gen X WI Culture 2 processes, risk adverse. Causes us to be slow to change Gen X WI Culture 2 The time and thrivent is spending on Cultural Competency Gen X WI Culture 2 Not specific to Thrivent but financial industry regulations and always reacting to negative instead of focusing on development Gen X WI Culture 2 Applying internally for new positions Gen X WI 2 Must work through centralized services (when have expertise to handle it yourself) Gen X WI Culture 2 Long time frames in making decisions. Not willing to take a risk Gen X WI Culture 2 The tightened security for applications and data and the process to get access Gen X WI Technology 2 Badge in the Cafeteria Gen X WI Communication 2 Garbage/recycling cans no long in all Gen X WI Facility 2 Dress Code. How lax some departments have become about attire Gen X WI Culture 2 Nine day flex for exempt employees we have or should have a flexible schedule. Not sure why we need to have structure like nine day flex and create problems finding key resources every Friday. Baby Boomer WI Flexible Work Schedule 2 With the move to workday, there is now historical pay info Baby Boomer WI Technology 3 Something like American Family Insurance Ventures, supporting entreprenuership in the industry Millennial WI Development 3 trips to the Mpls office to see the other office and understand how they work and what their culture is like Millennial WI Development
3 Flexible Work schedule Millennial WI Flexible Work Schedule 3 Ability to work from home Millennial WI Flexible Work Schedule 3 The enablement to volunteer/give back via Thrivent Builds trips and VTO Millennial WI Culture 3 On-site child care - this would get rid of a huge headache for me Millennial WI Benefits 3 Continued payed intern events Millennial WI Pay 3 Huge growth/learning opportunity Millennial WI Development 3 The PTO will keep me here Millennial WI Benefits 3 Student loan foregiveness/repayment option Millennial WI Benefits 3 Flexible Work schedule Millennial WI Flexible Work Schedule 3 Ability to work from home Millennial WI Flexible Work Schedule 3 Great medical insurance Millennial WI Benefits 3 Rewards for a healthy/active lifestyle Millennial WI Benefits 3 Environment of Thrivent would keep me here. To be in a workplace that not only cares about your work, but truly cares about you as a person is very important to me Millennial WI Culture 3 The wonderful balance of family and work life Millennial WI Flexible Work Schedule 3 Working from home Millennial WI Flexible Work Schedule 3 The ability to work from home Millennial WI Flexible Work Schedule 3 Flexible Work schedule Millennial WI Flexible Work Schedule 3 Vacation days Millennial WI Benefits 3 Competetive wage Millennial WI Pay 3 VTO Millennial WI Culture 3 Thrivent is a non-profit and has a good mission to serve others Millennial WI Culture 3 Flexible Work schedule Millennial WI Flexible Work Schedule
3 More flexible work options Millennial WI Flexible Work Schedule 3 Pension - not many other companies offer it Millennial WI Benefits 3 Being family supportive company Millennial WI Culture 3 Letting employees have VTO Millennial WI Culture 3 Allowing people to have a say in generosity Millennial WI Culture 3 Work/life balance, work to live not live to work Millennial WI Flexible Work Schedule 3 Work/life balance Millennial WI Flexible Work Schedule 3 Generous PTO Millennial WI Benefits 3 Work/life balance Millennial WI Flexible Work Schedule 3 Advancement opportunities, extremely important with our generation Millennial WI Development 3 Changing leadership Millennial WI Leadership 3 Slow way of thinking, need to be more progressive Millennial WI Culture 3 PTO and flexible work schedules Millennial WI Flexible Work Schedule 3 Higher pay Millennial WI Pay 3 No code Millennial WI Culture 3 Ability to work from home Millennial WI Flexible Work Schedule 3 Clear development plan; example: if you do XY&Z you will be able to move up to the next position Millennial WI Development 3 Add paternity leave Millennial WI Benefits 3 Embracing new technology Millennial WI Culture 3 Better pay - more comparable toThrivent's competitive companies Millennial WI Pay 3 Flexible Work schedule - lets you have a family and a career Millennial WI Flexible Work Schedule 3 Continued flexibility and promotion of work-life balance Millennial WI Flexible Work Schedule
3 Allow full time employees to apply for internship positions - make internships feasible for FTE's Millennial WI Development 3 Flexible scheduling and telecommuting Baby Boomer WI Flexible Work Schedule 3 Paid fairly, respected and engaged - which is pretty much already happening Baby Boomer WI Pay 3 Continued flex time Baby Boomer WI Flexible Work Schedule 3 Health insurance Baby Boomer WI Benefits 3 They have offered more work options. Work remotely, etc. Baby Boomer WI Flexible Work Schedule 3 Too many to list of above all… being able to live out my values at work. Not having to compromise who I am for the business Baby Boomer WI Culture 3 Flexible hours Baby Boomer WI Flexible Work Schedule 3 Flexibility in work hours and ability to WFH - Family/life balance Baby Boomer WI Flexible Work Schedule 3 Generous PTO Baby Boomer WI Benefits 3 Flexibility Baby Boomer WI Flexible Work Schedule 3 Defined benefit plan Baby Boomer WI Benefits 3 Christian, caring environment Baby Boomer WI Culture 3 Affordable health insurance Baby Boomer WI Benefits 3 Thrivent choice/volunteerism; I enjoy giving back to our communities Baby Boomer WI Culture 3 AAL pension plan Baby Boomer WI Benefits 3 My age - couple years til retirement; good organization Baby Boomer WI Benefits 3 Thrivent's mission Baby Boomer WI Culture 3 Health insurance for retirees; reputation, retention, easier to recruit and right thing to do. Baby Boomer WI Benefits
3 Ability to work from home when it It adds convenience and feels like the company trusts me more Gen X WI Flexible Work Schedule 3 Tuition reimbursement - very greatful to have access to Gen X WI Development 3 Flexibility Gen X WI Flexible Work Schedule 3 Thrivent Builds! Action Teams! VTO! Gen X WI Culture 3 Flexible work schedule! Gen X WI Flexible Work Schedule 3 Employee Appreciation Events - get to engage w/ other Thrivent employees in a different atmosphere which builds networking Gen X WI Benefits 3 401K match, retirement benefits Gen X WI Benefits 3 Flexible work schedule Gen X WI Flexible Work Schedule 3 Health premium discounts for leading a healthy lifestyle - promotes active living and creates an environment of healthier more productive employees Gen X WI Benefits 3 Flex time off - scheduling Gen X WI Flexible Work Schedule 3 Additional Floating holiday Gen X WI Benefits 3 Flexibility, culture, ethical nature - it resonated with my values Gen X WI Flexible Work Schedule 3 Healthy lifestyle discounts Gen X WI Benefits 3 Volunteerism/ VTO - giving back is part of my values and love that it's part of culture at my workplace Gen X WI Culture 3 Everyone is so nice and willing to help Gen X WI Culture 3 Flex w/ ability to work from home - helps maintain work/family balance Gen X WI Flexible Work Schedule 3 Work/life balance - PTO Gen X WI Benefits 3 The PTO/sick time policy and volunteer time is very generous Gen X WI Benefits 3 Insurance Gen X WI Benefits 3 Flex scheduling and telecommuting Gen X WI Flexible Work Schedule 3 Work/life balance ability to work from home Gen X WI Flexible Work Schedule
2 My field should be more financially supported as they start -- the comp provided can be discouraging and makes me feel not valued Millennial MN Pay 2 Thrivent is very slow-- so much bureaucracy and layered decision making that it's hard to innovate Millennial MN Culture 2 Lots of going down rabbit holes when trying to find out past learnings, need an aggregated place to store project info so we can better learn from the past Millennial MN Technology 2 So many people with long tenure at Thrivent make it hard to "break in" as a new person/young person Millennial MN Culture 2 Livelink Baby Boomer MN Technology 2 Lack of paid leave Baby Boomer MN Benefits 2 Contractors not being treated like employees Millennial MN Benefits 2 Lack of paternal leave… sad! Gen x MN Benefits 2 Frustrating that contractors don't get good any benefits or PTO or discount in the cafeteria. Millennial MN Benefits 2 Need a mentorship program to partner with new hires Baby Boomer MN 2 IT has a mentorship onboarding program- Come on over to IT Millennial MN 2 Software data request process Baby Boomer MN Technology 2 No composting Baby Boomer MN Facility 2 People follow rules almost to the letter without questioning why the rule is even in place Gen X MN Culture 2 Too much "we've always done it this way" which keeps us from exploring new ideas and being a more agile company Gen X MN Culture 3 Paternity leave for new fathers Millennial MN Benefits 3 rewards for healthy living - ie gym membership and step counts prizes etc. Millennial MN Benefits 3 Grad school sponsorship/more education opportunities Millennial MN Benefits 3 More open and exuberant office culture (snacks, beanbags, alterative workspaces) Millennial MN Benefits
Appendix 6 Group Agendas Agenda: October 6, 2016 – 8:30-9:30pm via Conference Call Present: Sarah Crowe, Laura Gruender and Sandy Sparacino *Overview of Case Study Project and Identify Case Study *Create a plan/outline to move forward with Case Study 2.1 *Identify strengths and opportunities for development within the Divide project pieces accordingly, with the expectation of collaboration and constant contact/touchpoints throughout the semester. *Questions/Discussion, etc. Next Steps: *Laura will email Professor Clampitt to notify him of our case selection and rationale. *Laura will send calendar invite for our next group conference call and update timeline Agenda: October 20, 2016 – 8-9pm via Conference Call Present: Crowe, Laura Gruender and Sandy Sparacino *Review outline *Discuss Research and Development of Case Study in order to move to Findings *Identify continuous improvement opportunities from R&D *Review Drill Down/Deep Dive group requirements/timeline *Questions/Discussion, etc. Next Steps: *Laura will send calendar invite for our next group conference call and update timeline Agenda: November 9, 2016 – 8:30-9:30pm via Conference Call Present: Crowe, Laura Gruender and Sandy Sparacino