This training course is for leaders and managers, to help them learn how to manage different generations at work. The course will provide information on how to manage, engage and motivate different generations in the workplace.
Caring about generational diversity at work is important for various reasons.
- Catering for the current workforce: People are retiring later than ever, due to the average population living longer and keeping healthier later in life than in the past. As a result, some people work well into their 70s and 80s and work side by side with people from different generations (up to 5 generations can be working together).
- Productivity and staff engagement: As different generations work together, this can lead to friction due to misunderstandings and different preferences in terms of things such as communication styles. Thus, it is important to make sure that people from different ages can work together well and that everyone feels included, to ensure good productivity.
- Learning opportunities and mentoring: Having different generations that work together in harmony can also lead to more learning opportunities as people with a variety of skills and experience levels learn from each other.
- Creativity, innovation and problem-solving: People from different age ranges provide different perspectives, thus increasing the variety of ideas that they can generate when working together.
- More targeted marketing and better customer experience: Having diversity and inclusion in the workplace, including generational diversity, helps to better understand a wider range of customers as your workforce reflects the variety of your stakeholders.
Attendees will receive 4 Professional Development Hours (PDH) upon completion.
This two-day course will be held:
- December 15: 1 pm – 3 pm, CST
- December 16: 1 pm – 3 pm, CST
Characteristics of Different Generations and the Benefits of a Multigenerational Workforce
- What we mean by generations
- The five generations in the workplace (Traditionalists or Silent Generation; Baby Boomers; Generation X; Millennials and Generation Z)
- The characteristics of each generation and the historic events that influenced them and their values
- The benefits of a multi-generational workforce
Possible Areas of Friction between Generations
- Characteristics of different generations in the workplace in terms of preferred leadership style; job loyalty and retention; work-life balance; motivation; communication styles and channels; giving and receiving feedback; preferred working hours and decision-making processes.
- Dispelling Myths about generations
- Assumptions and Areas of Friction
- Stereotypes and Misconceptions
Resolving Differences between Generations
- Generational strengths and what each generation can learn from the others
- The things that all generations have in common, in terms of values and needs in the workplace
- What every generation appreciates in a leader
- How to manage the generation gap in the workplace
- Tips for managing a multigenerational workforce
- Activities about intergenerational communication and recruitment and retention of a multigenerational workforce
- Action plan for managing generational differences in the workplace
At the end of the course, you are able to:
- Identify the characteristics of different generations.
- Analyze the possible areas of friction between generations at work.
- Develop strategies to resolve the differences between generations and foster cooperation at work.
- Team leaders who manage a multigenerational team.
- High-level managers to understand the strategic importance of managing generational differences in the workplace.
- Any manager or leader who needs to become aware of the characteristics of different generations in the workplace.
- Entrepreneurs who run their own company and deal with staff and customers from different generations.
- As the training course materials are editable, you can also adapt them to teach team members the benefits of a multi-generational workforce and how to get along with colleagues from different generations.
MEET YOUR INSTRUCTORS
President & CEO
Southern Gas Association
Suzanne Ogle is President and CEO of the Southern Gas Association. As CEO she helps SGA members overcome the challenges, they face operating in the natural gas industry and navigating public perception. With her entrepreneurial mindset and wide range of experience across the natural gas value chain from service, to exploration and production, midstream and transmission she focuses on business process, optimization and effective communication to prepare the SGA members for resilience and innovation in an industry in transition.
Suzanne is an Accredited Public Relations and Certified Investor Relations professional. She holds an Advanced Marketing certificate from Southern Methodist University, as well as Finance Management, Business Analytics and Change Management certificates from Cornell University and an Executive Leadership for Energy Professionals certificate from the University of Houston. She received a Master of Education in educational psychology and a Bachelor of Arts in business marketing from California Lutheran University.
Vice President of Operations
Southern Gas Association
Cindy Mitchell serves as Vice President of Operations for the Southern Gas Association (SGA), where she manages the day-to-day functions of the organization. Prior to joining SGA, Cindy spent 20 years of her first career as a county official for Denton County, Texas. When elected, Cindy was the youngest elected county clerk in Texas, serving the 9th most populous county in the United States. She has served in leadership roles within state associations and the National Association of Counties nationwide.
Upon retiring from the local government, Cindy transitioned into leadership development training and coaching for both local governments and the gas industry, leading her to SGA. “When I was elected, I found that people presenting to me had such a limited interest, and it was never mine or my constituents. I will always have a heart for local government officials, and equipping leaders is a passion of mine,” Cindy said, “To be able to offer solutions to local leaders is especially gratifying.” When not working to advance the energy industry, you may find her traveling, spending time with family, or entertaining friends.