1. Presenters: Lois Fried, CPP Chris Burley, Sr. Director of Learning, ADP,LLC October 9, 2015

2. Succession Planning 101 21 st century events driving succession planning Defining the generations and what defines them Understand how social experiences have shaped them Putting it all together

3. Succession planning is: A means of identifying critical management leadership positions to ensure continuity, retain & develop intellectual capital for the future, and encourage individual advancement. A talent management strategy to help identify and foster the development of high-potential employees.

4. Diverse workforce Tightening labor market Shortage of qualified candidates Demand for training and development Global Market

6. Who was on the radio when you were in High School? Elvis, Guy Mitchell, Dean Martin, Pat Boone, Platters Simon and Garfunkel, Don McLean, Hendrix, Led Zeppelin Sinead O'Connor, Bell Biv Devoe, Nirvana, Beastie Boys, Coldplay, Outkast, Dave Mathews Band, Train

7. Generational differences influence behavior; however, this does not mean that generational differences determine adult interactions. There are a host of other variables that impact behavior and outcomes. Generational differences represent only one of these factors.

8. 68 million 18M: 1901-1924 Silent Majority 50M: 1925-1942 Cusp: 1940-1945

9. 77 M 1st Wave: 1943-1951 2nd Wave: 1952-1960 Cusp: 1960-1965

10. 44.6 M 1961-1981 Cusp: 1978-1983

11. 95 M 1983-2002

12. “Each generation imagines itself to be more intelligent than the one that went before it, and wiser that the one that comes after it.” George Orwell

14. Great Depression New Deal, Large Government Winning WWII (half of all adult men were Vets) Move from farm to suburbs Development of Huge Companies Growth of Communication

16. Rock and Roll Vietnam School Standardization Cold War Space travel Assassinations Women’s Liberation Woodstock Affluence Television Suburban schools Watergate Civil Rights Sexual Revolution Influenced by peers, schools and media as much as by parents

18. Divorce Recession Computers at home Fall of Berlin Wall Challenger Pan Am 103 Libya Divorce 23% Interest rates Manufacturing goes oversees Global economic competition Discussed rather than memorized the Gettysburg address Zero-tolerance schools Aids

20. School shootings Highly Scheduled Expected a toy with their meal Went through school in teams Pervasive technology 9/11 Oklahoma City Technology Boom Child focused world Clinton / Lewinsky Boomer parents emphasized self-esteem

22. Hard work Dedication & sacrifice Respect for rules Duty before pleasure Confidence in Leaders, Experts and Government Chain of Command Loyal, honorable, disciplined, patient

23. Optimism Team orientation Personal gratification Involvement Personal growth Focused on Self Improvement “Nuclear Families High Expectations Challenge Authority Competitive Emphasis on fairness Process and Procedure Workaholic

24. Diversity Techno literacy Fun and informality Self-reliance Pragmatism Have seen Org. loyalty doesn’t pay off First generation to not do as well as their parents Less influence politically Expect bad things to happen Get Real “Family” isn't necessarily Family Prefer email to phone

25. Optimistic Feel civic duty Confident Achievement oriented Respect for diversity Realistic Informal Multi-taskers Comfortable in networks Will have multiple careers Raised with lots of choices Realize life could end at any moment - want to make a difference Expect things to be “right” at work Huge voting block

27. Builders: “Always be faithful” Boomers: “Do your own thing” Gen X: “Get real” Millennials (Gen Y): “Believe in yourself”

28. Builders: do what you have to so you can give your family a better life Boomers: work hard and get ahead Gen X: work as hard as you have to and get a life Millennials/Gen Y: work, but make a difference

29. Builders: Team Player - work as a team under the chain of command Boomers: Individual - do your own work, but play by the rules Gen X: Individual - do what needs to be done in the fastest way Millennials/Gen Y: Team Player - work in teams, everyone counts

30. Builders: I want to know I did my duty and I belong here. Boomers: I want status or recognition, a window, perks. Gen X: I want options. Millennials/Gen Y: I want meaning and significance.

31. Builders: School of hard knocks Boomers: As a reward Busters: Prepare me to leave, and I’ll stay Millennials/Gen Y: Duh?!

32. Builders: No news is good news Boomers: Feedback once a year and lots of documentation Gen X: Sorry to interrupt but how am I doing? Millennials/Gen Y: Feedback whenever I want it at the push of a button

34. Pick the statement that would best describe a Baby Boomer’s approach to decision making: We work through the options and decide together. Whoever is the most savvy on this topic decides. We follow a process and the boss ultimately decides. The boss decides

35. Pick the response that a Gen X’er would say about work ethic: Work 9 to 5 and stay late with overtime. It’s a 24/7 world so I'm leaving at 5. I can log on tonight. Work 8 to 6 and then take it home. Do the required work, then take it home if you have to.

36. Who will get more done if it’s “fun”? Builders Boomers Gen X Millennials

37. What kinds of employers are going to be most impressed by your credentials? Builders Boomers Gen X Gen Y

38. Which generation is most likely to interrupt during a presentation? Builders Boomers Gen X Gen Y

39. Which of the 2 generations are the most loyal to their boss and company? Boomers and Millennials Gen X and Builders Builders and Boomers Gen Y and Builders

41. Demystifying the Millennials Millennials expect more compensation and faster promotion than other generations… 6%X,3% all others. Millennials use technology at work more than other generations…33%X, 35%Y, 30%Boomers Millennials are more likely to accept a new job than other generations for almost any reason…57%X,52%Y, 44% Boomers

42. Provide Accurate, Ongoing Feedback on Performance and Potential Access capabilities and determine options Demonstrate Realistic Career Paths Use Millennials to Provide Feedback on Technology Platforms-reverse mentoring Hold Frequent Career Discussions

43. Taking action Assessing individual skills and abilities Onus is on the employee Knowing when to stay on course, take a turn or set off in a new direction Building technical skills Mastering functional skills Developing organizational skills Communication and collaboration

45. Thank you and please remember to complete your evaluation for this session.