Ohio Chapter 2012 Fall Conference 11 19 12. Moderator Carol Blaine, Lead Faculty, Kent State University’s Bachelor’s of Insurance Program Panelists Jason.

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Presentation transcript:

Ohio Chapter 2012 Fall Conference

Moderator Carol Blaine, Lead Faculty, Kent State University’s Bachelor’s of Insurance Program Panelists Jason Latham, Director of Leadership Development, Nationwide Insurance Kenny Zhong, PwC Senior Associate Cathy Ellwood, Ellwood Enterprises Mark Peacock, AVP Human Resources, Motorists Insurance Brian Zehentbauer, E&Y Senior Associate Megan Binkley, KPMG Manager

This session will explore  Working styles and work environment expectations of different generations and cultures  What can we learn from members of other generations and cultures  What members of different generations and cultures can do, or not do, to work together most effectively We want this session to be interactive and will open the floor to questions once we’ve touched on these points

Population Pipeline by Generation Source: Human Resources Solutions 75 Million 46 Million 75 Million 80 Million Traditionalists Before 1946 Boomers Gen X Millennials Since 1980

Key Generational Influences Traditionalist (Born before 1946) WW II/Pearl Harbor Atomic Bomb Cold War Television Air Travel Baby Boomers (Born 1946 to 1964) Civil Rights JFK, RFK, MLK Birth Control Woodstock Vietnam Gen X (1965 to 1979) Watergate 3-Mile Island Desert Storm Challenger Rodney King Millennials/Gen Y (1980 to Present) Oklahoma Bombings Columbine Internet 9/11 Iraq War Source: Human Resources Solutions

Generational Work Ethics Traditionalist (Born before 1946) Hard Work Loyalty Sacrifice Thriftiness Conformity Baby Boomers (Born 1946 to 1964) Workaholic Optimism Crusading Causes Success Measured in Materialism Work Efficiently Gen X (1965 to 1979) Work/Live Balance Independent Live for Today Distrusts Companies Bend Rules if Needed Millennials/Gen Y (1980 to Present) What’s Next On My Terms Civic Method Earn to Spend Questions the Status Quo Source: Human Resources Solutions

TraditionalistBaby Boomers I NeedRespectStatus Reward/MotivationAcknowledge expertiseSymbols of Achievement AttitudeGet the job doneLet’s have a meeting and talk about it LearningI learned it the hard way. You can tooTrain ‘em too much and they’ll leave FeedbackNo News is Good News Feedback once a year with lots of documentation Gen XMillennials/Gen Y I NeedFeedback/AutonomyStructure/To Contribute Reward/MotivationProfessional Development/FlexibilityFlexibility/Growth Attitude I’ll do my part, you do yours – we’ll meet later I can, I will, just let me LearningThe more they learn, the more they stayContinuous learning is a way of life FeedbackSorry to interrupt, but how am I doing? Feedback whenever I want it at the push of a button Source: usda.gov

How Generations May Be Perceived Traditionalist (Born before 1946) Set in their ways Judgmental Distant Baby Boomers (Born 1946 to 1964) Self-absorbed Workaholics Rigid Gen X (1965 to 1979) Cynical Ungrateful Disloyal Millennials/Gen Y (1980 to Present) Inexperienced Overly confident Impatient Source: Human Resources Solutions