You're Young Enough to Be My Daughter! Millennial Managers Mentoring … · 2018-05-02 ·...
Transcript of You're Young Enough to Be My Daughter! Millennial Managers Mentoring … · 2018-05-02 ·...
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"You're Young Enough to Be My Daughter!" Millennial Managers
Mentoring Cross-Generational Teams
Presented by:
Sarah Wanger, Director of Outreach
Saint Mary’s University of Minnesota
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Today we will….
� Lay of the land
� Define generational preferences
� Analyze mentoring models
� Explore case studies in cross-generational mentoring
� Design a mentoring plan for your team
� Assess success
� Wrap Up and Questions
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About Saint Mary’s University of MN
� 6,000 students
� Winona, Twin Cities, Rochester
� Semi-centralized Graduate Admissions
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Field Specialist Model
� Regional recruiting model
� Retired K-12 admins & teachers
� Recruit for all GSOE programs
� Staff recruit 50% of inquirents
� Convert almost 80% of apps to admits
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Recruitment: Team Effort
Recruitment
Relationships
Data
Processing
Policy
Marketing
Outreach
Enrollment Counselor
Field Specialists
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Cross-Generational Outreach Team
Boomers
Gen X
Millennials
Cusper
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What does this have to do with admissions?
Increase Enrollment! Team Effectiveness/Staff Retention
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Boomers
• Born 1943-1960• Workaholic,
idealistic, loyal, competitive, materialistic, values titles, seeks personal fulfillment, self-centered, political-savvy is key to success
Gen X
• Born 1961-1980• Self-reliant,
cynical, adaptable, distrusts authority, resourceful, entrepreneurial, tech- savvy
Millennials
• Born 1981-2000• Optimistic,
entitled, civic-minded, parental involvement, work-life balance, team-oriented, multi-tasking, impatient, ability & knowledge are keys to success
Adapted from Alsop (2008) The Trophy Kids Grow Up
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Poll Question
What is the generational makeup of your team?
www.menti.com
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Poll Question
What comes to mind when you think of mentoring?
www.menti.com
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What’s this have to do with mentoring?
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Mentoring: Types and Functions
Traditional Reverse
� Leadership Development
� Psychological Support
� Role-Modeling
� Technology & Social Media Training
� Global Awareness
� Sustainability
� Modeling Work/life Balance
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Paradigm Shifts in Mentoring
20th Century
A nicety
One skill
Prompted by mentor’s generosity
Instinctive kindness
Top down (disciple) approach
Mentor = like mentee
Only one and one-to-one
Early in career
McBride, et al. (2016)
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Paradigm Shifts in Mentoring
21st Century
Professional responsibility
Multiple skills
Expectation of org culture
Reciprocal & reverse relationships
Mentor = Not like Mentee
Multiple mentors
Life long learning
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Outcomes
Knowledge Exchange
Increased Org Commitment
Feelings of Value
Understanding Communication
Increased Job Satisfaction
Sensitization to work/life
balance, diverse perspectives,
subject matter advances
Insight into consumer
preferences
Reduced turnover intentions
Leadership perception
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Reverse Mentoring Models
FormalInformal
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Formal- The Hartford Case Study
Set Goals� Strategic
� Tools and trends in social media
� Listening to consumers via social media
� Millennial perspectives on consumer behavior & business trends
� Tactical� Drive org culture change to keep
pace with modern technologies
� Generate project cloud
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Formal- The Hartford Case Study
� Recruit mentors
� Resume
� Talent Profile Questionnaire:
� skills, experience, interests
� Letters of recommendation
� Pay attention to
� Trustworthy
� Time for mentoring
� Avoid subordinate/superior pairings
� Match interests/hobbies to mentees
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Formal- The Hartford Case Study
Key Components
� Talent Profile
� Guidelines
� Executive Support
� Competition
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Informal- My Team
� One-on-one CRM training with Enrollment Counselor
� Weekly half hour Google Hangout
� Each semester- 2 day retreat
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CRM Training for Cross-Generational Teams
NO! YES!
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Boomer Field Specialists learned about recruiting Millennials…
� phone calls
� emails
� text messages
� coffee
� bugging people
� “enabling”
� patience
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Millennials learned about working w/ Boomers
� strengths and experience
� learning differences
� networks
� lunch
� repetition
� “old habits die hard”
� CRM manual
� patience
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Considerations for Reverse Mentoring
� Address age norms/prejudices
� Offer avenues for ALL staff to hear from mentors/mentees
� Publicize professional accomplishments to avoid
Boomers = “behind the times” Millennials = “inexperienced”
� Encourage Millennials to step-up
� Especially effective for women & staff of color
Chaudhuri & Ghosh (2012)
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Assess!
� Base assessment around goals
� What kind?
� During
� At the end
� One Year Later
� How?
� Surveys
� Interviews
� Focus groups
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Which type of mentoring is right for you?
� What are your goals?
� What resources are available?
� Is everyone on the bus?
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Design Checklist
�Set goals
�Recruit mentors/mentees
�Arrange logistics
�Provide support
�Assess
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Poll Question
What excites/scares you about starting reverse mentoring?
www.menti.com