1. Coaching the Next Generation Sean Harvey, MSOD, MSEd Career & Leadership Consultant 2010

3. Defining the Generations 1946 – 1964 1965 – 1980 1981 – 1995 Source: Deloitte 80M 40M 75M Source: Census Bureau 76M 49M 73M 1946 – 1964 1965 – 1976 1977 – 1994

4. Work Attitudes Across Generations Everyone wants to be heard and to be valued “ Work is what we’re all about and we’ve paid our dues to get what we have” - Boomers “ We’ll work more with some flexibility, but forget about company loyalty” - Gen Xers We’ll work flexibly anywhere with complete access to information, but we’ll probably ask you why a lot . You want us to work more? That is just so lame! - Gen Yers

6. Generational Distinctions Boomers (‘45 – ‘63) Xers (‘64 – ‘79) Yers (‘80 – ‘94) Formative Events War Prosperity Freedom of Expression Globalization, Downsizing, Tech boom, Increase in divorce Networking, 9-11, World Terrorism, Internet Qualities Competitive, Optimistic Independent, Individualistic, Entrepreneurial, Lack Loyalty Diverse, Skilled, Demanding, Sophisticated Assets Social & Political Skills Tech Skills, Educated Multi-tasking Work-ethic Development Areas Technology Skills Social Skills Direction, Focus, Interpersonal & Communications Skills Value Material Success, Free Expression, Equity Skill more than title, Autonomy, Work-life balance Respect, Transparency, Social Responsibility, Collaboration Style Respect Authority, Micromanage, Proactive, Work Hard Skeptical, Reluctant to Network, Outcome Focused, Bend Rules as Needed Plunge Right In, Negotiate, Blend Work/Play, Measure Own Success Key Motivators Give Important Roles Value their Contribution Show Respect Minimize Conflict Autonomy Work/Life Balance Skill Development Credit for Results Quick Growth & Advancement Instant/Constant Feedback Meaningful Work Collaborative Environment Recognition & Rewards

10. Five Key Drivers for Gen Y

16. What Gen Y Brings to Coaching What do I “want” to do? What “should” I do? Potential Long-Term Clients Ideas Innovators Flexibility Resourceful Energy Options Openness Gen Y Coaching Client

18. Coaching Strategies 9. Reinforce the value of quality in-person connections. 8. Resist being an extension of a helicopter parent by providing freedom to explore options, make mistakes, and own decisions. 6. Continuously negotiate and manage expectations throughout the process to establish the definition of a successful outcome. 3. Conduct an in-depth assessment to identify the unique motivators and hidden potential. 2. Begin by building rapport by using generational differences as an opening not a barrier. 10. Serve as a mentor around the rules of engagement and org politics. 4. Customize your approach to the client’s specific needs in a flexible way that is grounded in a structured process . 5. Use a variety of techniques to keep it interesting. 7. Focus on the long-term impact versus the quick fix results. 1. Challenge your own assumptions and beliefs around the generational differences.