Generation Gap and Succession Planning
Transcript of Generation Gap and Succession Planning
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Generation Gap and Succession Planning
AMANB Conference June 15, 2012
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Generation Gap?
A difference in values and
attitudes between one generation
and another, especially between
young people and their parents…
…and also their employers.
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• Kids today…
• When I was your age, I walked 5 miles, uphill, in a snow storm to get to school and I was glad to do it.
• Old people don’t know how to text? OMG!
• What are records??
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Why Should I Care?
Understanding the differences
between “generations” can lead to
a more positive and productive
work environment, help with
volunteer management and
community development.
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Types of Differences
The differences are real:
– Communication styles
– Expectations
– Work styles
– Attitudes about work & life
– Comfort with technology
– Views on loyalty & authority
– Acceptance of change
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What are the “generations”?
The TRADIONALISTS or SILENT
GENERATION:
• Born 1925-1942
• Seminal Event – War
• Pop Reference – Lone Ranger
• Communication – Formal
• Management – Command/control
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What are the “generations”?
The BABY BOOMERS:
• Born 1943-60
• Seminal Event – Civil Action
• Pop Reference – James Dean
• Communication – Memos
• Management –Expect to lead
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What are the “generations”?
The Generation X:
• Born 1961-81
• Seminal Event – Recession
• Pop Reference – Kurt Cobain
• Communication – Casual
• Management - Individuality
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What are the “generations”?
The MILLENIALS or Generation Y:
• Born 1982-2002
• Seminal Event – War/9-11
• Pop Reference – Spice Girls
• Communication – KISS
• Management - Coach
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If managers and team members
don’t understand why people are
the way they are – it creates an
“us” and “them” situation which
will have a negative impact on the
organization.
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Now that we know who we have
on our team, how do we plan and
prepare for the future?
SUCCESSION planning is not
just for royals!
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Succession Planning
• Process of identifying and developing people with potential to fill key organizational roles.
• The process typically focuses on internal people first, then external.
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Why is it important?
• Mission Critical positions need to be filled (legislated requirements, etc.)
• Anything can happen (get hit by a bus)
• Workforce is diverse with different needs/wants/timelines
• BE PREPARED!
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Process
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Costs of Not Planning
• Ranges from 20% of the annual staff costs to 1.5 times annual staff costs for high level position.
• For key positions it could be even higher (salesperson taking their clients with them).
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Costs of Planning
• Direct costs are typically minimal (Councils like that!)
• It does take time, indirect costs.
• Training costs.
• Can impact team dynamics.
• Culture shift for most organizations and communities.
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But…
The benefits of succession
Planning for an organization, or
Community are PRICELESS!
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Thanks!
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