Developing a Peer Mentoring Program for Generations X and Y

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Developing a Peer Mentoring Programfor
Generations X and Y

• Presented by
• Daryl Ann Moore MBA,SPHR,IPMA-CP
• Blu Ice Consulting LLC
• April 20, 2009

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By the end of this session you will be able to

• Understand how and why individuals from the four
  generations see the world differently
• Identify the organizational benefits of a cross
  generational peer mentoring program
• Review the HR roles and responsibilities in the
  development of a successful mentoring program

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• For the first time in history there are four
  unique generations working side by side in the
  workplace
• Many HR professionals report that employees
  believe that their coworkers of other generations
  do not respect them
• This lack of respect results in friction between
  employees and disruption in the workplace
• It is time the HR Profession closes the
  generation gap!!

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The Four Generations in the Workplace

• The Traditionalists/The Greatest Generation
• Born before 1945
• The Baby-Boomers
• Born between 1946 - 1964
• The Gen Xers
• Born between 1965 1980
• Gen Y/Millenials/Echo Boomers
• Born between 1981 - 2000

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Workforce DemographicsPercent of WorkforceData
from Department of Labor Statistics
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Who you are is where you were when!

• We will discuss three key influencers that shaped
  the generations
• Seminal Events
• Compelling Messages
• Information Transmission/Technology

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TraditionalistsSeminal Events

• The Great Depression
• World War II/Pearl Harbor
• Nazi Death Camps
• The Atomic Bomb

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TraditionalistsCompelling Messages

• Be heroic
• Save for a rainy day
• Waste not, want not
• Work hard and the company will take care of you
• Wait your turn in line
• Uncle Sam Wants You

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TraditionalistsInformation Transmission/Technolog
y

• Daily newspaper
• Radio
• Telegraph
• Manual typewriters
• Party lines - Telephones

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Baby BoomerSeminal Events

• Cuban Missile Crisis/Fall out shelters
• Vietnam War
• John F Kennedy Assassination
• Martin Luther King Jr. Assassination
• First man in space/Moon landing
• Woodstock
• Womans liberation/The pill goes on sale

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Baby BoomerCompelling Messages

• Dont trust anyone over 30
• Today is the first day of the rest of your life
• We can change the world
• Ban the bra
• Love the one youre with
• Be home when the street lights come on
• Join the people whove joined the army

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Baby BoomerInformation Transmission/Technology

• Television
• Newspaper
• Main Frame computer
• Selectric Typewriter
• Rotary dial telephone

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Generation XSeminal Events

• Skyrocketing divorce rate
• Latch key kids
• Massive Corporate Layoffs
• AIDS identification
• Have you seen this child on milk cartons
• Challenger Disaster
• Live Aid Concert

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Generation XCompelling Messages

• Show me the money
• Dont count on it
• Get real
• Watch your back
• Work/Life Balance
• Be all that you can be

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Generation XInformation Transmission/Technology

• Cable television
• VCRs
• Personal computers
• Bag phones
• Pac Man
• Personal Calculators

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Generation YSeminal Events

• Oklahoma City Federal Building bombing
• Columbine High School Shootings
• Hanging chads
• World Trade Center 9/11
• Enron, WorldCom corporate scandals
• War in Iraq

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Generation YCompelling Messages

• Baby on board
• You are special
• Certificate of participation
• Play dates
• Hellicopter parents
• OMG, LOL
• The power of one

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Generation YInformation Transmission/Technology

• The internet
• Cell phones/Texting
• On line classooms
• Instant messaging
• Wii
• Blogging
• Facebook/My Space
• Excetera, excetera, excetera.

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• Bridging the Generational Divide with a Cross
  Generational Mentoring Program

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• A successful mentoring relationship is based on
  mutual trust between the mentor and mentee
• The ultimate responsibility for the success of
  the relationship is that of the individuals in
  the mentor/mentee relationship
• HR can enable the success of this relationship
  through a well designed mentoring process

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The Roles and Responsibilities of Human Resources

• Conduct an Organizational Needs Assessment
• Identify Resources needed
• Solicit executive support
• Set goals for the program linked to the
  organizational strategic initiatives
• Determine what the measurement of success for the
  mentoring program

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• Determine how the mentors and mentees will be
  selected
• Develop training for all program participants AND
  the executive team
• Clearly communicate realistic expectations and
  parameters for both the mentor and mentee this
  will include two way communication
• Provide a timeline for the mentoring experience
  and when HR will be checking back
• Let the relationship develop and flow

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• Questions?

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Daryl Ann Moore

• Can be reached at
• DarylAnn_at_BluIceConsulting.com
• www.BluIceConsulting.com