Developing a Peer Mentoring Programfor Generations X and Y

Presented byDaryl Ann Moore MBA,SPHR,IPMA-CP

Blu Ice Consulting LLCApril 20, 2009

By the end of this session you will be able to:

• Understand how and why individuals from the four generations see the world differently

• Identify the organizational benefits of a cross generational peer mentoring program

• Review the HR roles and responsibilities in the development of a successful mentoring program

For the first time in history – there are four unique generations working side by side in the workplace

Many HR professionals report that employees believe that their coworkers of other generations do not respect them

This lack of respect results in friction between employees and disruption in the workplace

It is time the HR Profession closes the generation gap!!

The Four Generations in the Workplace

• The Traditionalists/The Greatest Generation– Born before 1945

• The Baby-Boomers– Born between 1946 - 1964

• The Gen Xers– Born between 1965 – 1980

• Gen Y/Millenials/Echo Boomers– Born between 1981 - 2000

Workforce DemographicsPercent of Workforce

Data from Department of Labor Statistics

0

5

10

15

20

25

30

35

40

45

Trad Boomers Gen X Gen Y

2006

2011

Who you are is where you were when!

• We will discuss three key influencers that shaped the generations:

– Seminal Events

– Compelling Messages

– Information Transmission/Technology

TraditionalistsSeminal Events

• The Great Depression

• World War II/Pearl Harbor

• Nazi Death Camps

• The Atomic Bomb

TraditionalistsCompelling Messages

• Be heroic

• Save for a rainy day

• Waste not, want not

• Work hard and the company will take care of you

• Wait your turn in line

• “Uncle Sam Wants You”

TraditionalistsInformation Transmission/Technology

• Daily newspaper

• Radio

• Telegraph

• Manual typewriters

• Party lines - Telephones

Baby BoomerSeminal Events

• Cuban Missile Crisis/Fall out shelters

• Vietnam War

• John F Kennedy Assassination

• Martin Luther King Jr. Assassination

• First man in space/Moon landing

• Woodstock

• Woman’s liberation/The pill goes on sale

Baby BoomerCompelling Messages

• Don’t trust anyone over 30

• Today is the first day of the rest of your life

• We can change the world

• Ban the bra

• Love the one you’re with

• Be home when the street lights come on

• “Join the people who’ve joined the army”

Baby BoomerInformation Transmission/Technology

• Television

• Newspaper

• Main Frame computer

• Selectric Typewriter

• Rotary dial telephone

Generation XSeminal Events

• Skyrocketing divorce rate

• Latch key kids

• Massive Corporate Layoffs

• AIDS identification

• “Have you seen this child” on milk cartons

• Challenger Disaster

• Live Aid Concert

Generation XCompelling Messages

• Show me the money

• Don’t count on it

• Get real

• Watch your back

• Work/Life Balance

• “Be all that you can be”

Generation XInformation Transmission/Technology

• Cable television

• VCR’s

• Personal computers

• Bag phones

• Pac Man

• Personal Calculators

Generation YSeminal Events

• Oklahoma City Federal Building bombing

• Columbine High School Shootings

• Hanging chads

• World Trade Center 9/11

• Enron, WorldCom corporate scandals

• War in Iraq

Generation YCompelling Messages

• Baby on board

• You are special

• Certificate of participation

• Play dates

• Hellicopter parents

• OMG, LOL

• “The power of one”

Generation YInformation Transmission/Technology

• The internet• Cell phones/Texting• On line classooms• Instant messaging• Wii• Blogging• Facebook/My Space• Excetera, excetera, excetera……….

Bridging the Generational Divide with a Cross Generational

Mentoring Program

A successful mentoring relationship is based on mutual trust between the mentor and mentee

The ultimate responsibility for the success of the relationship is that of the individuals in the

mentor/mentee relationship

HR can enable the success of this relationship through a well designed mentoring process

The Roles and Responsibilities of Human Resources

• Conduct an Organizational Needs Assessment

• Identify Resources needed

• Solicit executive support

• Set goals for the program linked to the organizational strategic initiatives

• Determine what the measurement of success for the mentoring program

• Determine how the mentors and mentees will be selected

• Develop training for all program participants AND the executive team

• Clearly communicate realistic expectations and parameters for both the mentor and mentee –this will include two way communication

• Provide a timeline for the mentoring experience and when HR will be ‘checking back”

• Let the relationship develop and flow

Assess the program

Make improvements

Begin again

Questions?

Daryl Ann Moore

Can be reached at:

DarylAnn@BluIceConsulting.com

www.BluIceConsulting.com