Getting In The Game With The New Workforce:
Skills and Tools for Managing and Training Multigenerations Inside Your Organization
with Diane Thiefoldt
March 31, 2009

Note:  The Learning Directors' Forum (formerly Senior Forum) is targeted for training and development professionals who have a minimum of 10 years of training and development (or equivalent) experience and are responsible for developing training and development strategy. Director level professionals are also responsible for decision making in their organizations. These programs are designed to offer strategic insight and time for round table interaction with peers.

Overview

By now, anyone who hasn’t been living under a rock knows that there are four generations of employees in the workforce. A rapidly growing number of organizations provide overviews, lunch ‘n’ learns, presentations, written material, and/or online resources to raise management’s awareness of the four generations.

These educational efforts do a decent job of raising awareness, but that’s often as far as it goes. It’s not far enough. Why? Because every manager needs substantive skills in multigenerational leadership, not just awareness of the generations, to recruit, hire, onboard, train, coach, engage, retain, and foster knowledge sharing across all four generational segments of the workforce.

Join our guest speaker Diane Thielfoldt as she brings insight to how the roles of managing have changed, and why traditional management roles are stale and outdated. In this session, you learn actions needed to “get in the game” leading and training multigenerational teams during a whitewater work year.

This highly interactive deep-dive workshop focuses on skills, techniques, and materials that participants can take back to the job and use. Learn how to:

• Identify each of the four workplace generations and their unique needs (motivators and demotivators.)
• Apply the understanding of generational differences to organizational training and development
• Adjust interviewing messages and approaches to each generation.
• Bring new hires into the department and orient them to the job, the culture, and the social network.
• Enrich entry level assignments, as well as how to keep work fresh and skills updated for experienced employees.
• Identify the key retention drivers for each team member.
• Create a work climate that’s productive and appealing to all generations.
• Identify the critical skills and knowledge that might be at risk with retirements or attrition.
  
  The participant playbook is a rich, comprehensive resource to use in the workshop and back on the job. It contains vital information about each workplace generation, key characteristics, workplace behaviors, and actions that need to be on every Manager's "to-do" list. The book guides participants through the workshop activities. Most important it includes skill building activities and a planning format so participants can immediately take action.

Alignment with National ASTD Competency Model

9 Focus Areas Areas in BOLD will be addressed in this presentation.

1. Designing Learning 2. Improving Human Performance 3. Delivering Training 4. Measuring and Evaluating 5. Facilitating Organizational Change 6. Managing the Learning Function 7. Coaching 8. Managing Organizational Knowledge 9. Career Planning and Talent Management

Speaker

Diane Thielfoldt
Learning Strategist
Co-Founder of The Learning Café

Diane has delivered training and consulted on the topic of the multigenerational workplace for corporate clients across the country. Her corporate career encompassed leadership roles with McGraw-Hill, TRW, Bausch & Lomb, and Xerox in sales, marketing, communications, and learning design, development, and delivery.

Diane collaborates with clients on four continents and in industries that include high technology, telecommunications, healthcare, insurance, banking and financial services, business services, manufacturing, and the public sector to help them:

• Recruit, hire, on-board, engage, and retain a four-generation workforce
• Develop leaders to fill the talent pipeline
• Craft mentoring initiatives that get results and protect critical organizational “know how”

Diane holds undergraduate and graduate degrees from Pennsylvania State University. She is a frequent speaker on multigenerational issues. She is the co-author of groundbreaking research on the engagement and dissatisfaction drivers for the four generations. She has also contributed to the books Human Resources in the 21st Century and Love ‘Em or Lose ‘Em: Getting Good People to Stay.

Details

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