Threat or Opportunity: Maximising the performance of Generation Z
From 2016 onwards, Generation Z has been starting to enter the UK workforce in big numbers. Aged between 0 and 17, Generation Z are true digital natives, and truly mobile - having grown up online and running their lives through their mobiles. Maturing against a back-drop of increasing, global uncertainty and break-neck change, Gen Z is less optimistic than Millennials/Gen Y. And Gen Z is much more influenced by their peers and parents, and not by politicians, leaders or even their boss at work. A range of factors impacting Gen Z means that this generation is the least loyal and least engaged at work and thus employee loyalty and retention are extremely low and volatile. This 3.5-hour workshop identifies the issues and challenges facing Generation Z and the potentially positive or negative impact their performance and productivity will have on continued organisational success. The workshop also provides practical tools and techniques for reducing the negative impact of these challenges and for increasing the potential for reduced attrition and increased engagement and contribution of Gen Z employees.
- The session starts with identifying Generation Z and understanding what experience and beliefs that participants have about Generation Z – through friends, family or employees.
- Positioning why Generation Z are like they are – due to increasing global and political uncertainty, changing working practices, the ubiquity of technology and the break-neck speed of change.
- Identifying and evaluation the key features of Generation Z – the good and the bad news.
- Recognising the Generation Z attitude to communications, interaction and work.
- Identifying the challenges with Generation Z low social skills, interpersonal skills, and emotional intelligence and being increasingly mobile and entrepreneurial – and understanding that these can make this generation more difficult to manage and to retain.
- Understand who Generation Z are and the context which has shaped their beliefs and attitudes.
- Identify Generation Z characteristics that can be deemed as either positive or negative, and evaluate how best to maximise or mitigate these in terms of communication, interaction and work.
- Evaluate how best to retain Generation Z and to engage and develop these employees so that they become positive contributors to each organisation’s ongoing success.
Added August 2017.
Fit For Purpose: Maximising your Physical & Psychological Energy at Work
In the world of business today, we are all being asked to do more with less. And we never stop working; technology has allowed customers and key stakeholders to connect with us and demand service from us, 24 hours a day, and 365 days a year. No wonder so many employees and management teams feel over-worked, stressed and burnt out! This 3.5 hour workshop deals with the elephant in the room, (the fact that we all have endless emails and to do lists), and provides a range of useful, practical and immediately useful tools and techniques for everyone in your organisation to maximise their physical and mental energy and thus to perform to their very best. Using these hints and tips doesn’t take away the constant work demands; but it does help you to manage your energy and your psychology so that you are fit for purpose and can be effective and productive throughout the working day.
- The workshop starts with identifying the key challenges we face in business – interruptions, distractions and time-wasters.
- Participants are then invited to identify areas in their working day where physical and mental energy are depleted.
- The remainder of the workshop deals with key areas which can impact your performance at work; your working practices, your time management and your ability to think critically, or relax in order to rest, recharge batteries or sleep.
- The workshop ends with each participant creating their personal blueprint for maximising their psychological and physiological energies in order to boost and enhance their personal productivity. And of course, all the tools and techniques can be shared throughout their organisation – once they are back at work.
- Understand how technology and the constant, always “on” nature at work is exhausting our energy levels – both mentally and physically.
- Understand the particular, personal stressors and killers of energy for each participant.
- Identify and utilise a range of tools and techniques for maximising day-to-day working energy and emotional state, managing the time available and relaxing, resting or sleeping after work.
- Develop a personal blueprint for maximising personal energy – both physically and psychologically.
Added August 2017.
The Next Generation of Leaders: maximising the potential of Gen Y/Millennials
Given that Millennials/Gen Y – aged between 19 and 35 – are the future of performance and leadership in the UK, and the rest of the world, they are having a major impact on the workforce. Circa 50% of Millennials/Gen Y are digital natives and – until the arrival of Generation Z – they are the most mobile workforce in the world today. This 3.5 hour workshop identifies the issues and challenges and the major characteristics and attitudes of this generation as they move into positions of leadership and authority. The workshop also provides practical tools and techniques for maximising the contribution of Gen Y and managing them so that – not only are they are motivated and retained for longer, but their characteristics and contribution deliver additional value to their organisations.
- Presentation of the key statistics and general characteristics of the three key generations now working together including Baby Boomers, Gen X and Gen Y.
- Three group activity: Associates are divided into three groups and each group deals with a generation, noting how they like to work at SVB. Each group presents back and the facilitator confirms and summarises key findings, reinforcing the fact that all the generations bring value to the working environment.
- The session ends with Associates understand the value that each generation brings to the world of work.
- Paired activity: In pairs, participants discuss their psychological contract and how they perceive what they offer and what they bring to their work. This is then contrasted with what the potentially different psychological contract that Gen Y may have at work.
- In four groups, participants discuss 4 key challenges are maximising the performance and contribution of Gen Y/Millennials – including making work understandable, maximising creativity/innovation, supporting career development and helping each generation work and communicate effectively with each other.
- Recognise the key features of each of the 3 generations represented in the workplace.
- Identify personal challenges and opportunities with Gen Y, depending on their generational positioning.
- Understand why Gen Y is like it is, why it’s here to stay, and how it’s good for business.
- Realise the importance of creating a mutually acceptable “psychological contract” with Gen Y workers.
- Learn tools and techniques across 4 drivers for maximising Gen Y performance.
- Develop their own, personal and customised action plan for maximising the Gen Y-ers in their business.