Transcript Mentoring Needs and Expectations of Generation Y
Mentoring Needs and Expectations of Generation Y: Charting New Career Development Pathways for the Next Generation
Presented at CANNEXUS 12 January 23, 2012 Dr. Carolin Rekar Munro, CHRP, CTDP Associate Professor, Leadership & HR Royal Roads University, Victoria, B.C.
Our Agenda
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Examine Generation Y profile.
Explore research on mentoring needs and expectations of Generation Y’s.
Explore how we, in our professional capacity, can support and foster career development for the next generation.
Create space to discuss application of learning to our own practice.
Generational Identities
Traditionalists
(1922 – 1945)
Baby Boomers
(1946 – 1964)
Generation X
(1965 – 1980)
Generation Y
(1981 –2000)
Goal: Create a Life that has Meaning
Generation Y
Are we having FUN!
“Get out of my way!” Value diversity, civic duty, environmental accountability, collective action, experimentation confident and optimistic innovative Techno-savvy Respect for authority? Why?
Wish list: challenging work, mentoring,feedback, respect, promotions NOW!
ambitious
Small Group Discussions …
Briefly introduce yourselves.
Discuss the challenges and opportunities you perceive as Generation Y enters the workforce.
Be prepared to report back 1 key point from your group discussion.
Rekar Munro, C. (2010). Charting Workplace Transitioning Pathways of Generation Y.
Canadian Journal of Career Development
Purpose: To gain insight into the mentoring needs and expectations of Generation - Y as they enter the workplace and to propose recommendations to support their personal and professional development.
Research Roadmap
452 participants in the formative years of their careers.
On-line surveys, focus groups, and one-on one interviews Employed quantitative and qualitative methods.
Range of industries in unionized and non unionized sectors.
Emergent Themes from Analysis:
Words of Wisdom from Gen Y
Organizational Support Mentor-Protégé Working Relationships Demographic Profile of Effective Mentors Proteges’ Contributions to Mentoring Preferred Approaches to Learning and Development
Results
Goals to be Achieved through Mentoring Competency Toolkit of Effective Mentors
Small Group Discussions
What research results are of interest to you and your organization?
How might these research results be useful in your own organizations?
So… What Now?
Developing & Sustaining a Culture of Social Responsibility for Mentoring
What internal changes should be made to accommodate mentoring?
Are we prepared to expend the resources?
Preparing our Mentors
Blueprint for Training:
Adult Learning Principles
Progress Consultation
Proactive Problem Solving
Co-creating our Work
Goal setting
Learning How to Learn
Networking Support
Dev. Interdependence
Mentoring in ACTION
Mentorship Mapping
Experimentation: The Exploratory Lab (Test-Reflect)
Personal Mission Statement (Goals & Action Strategies)
Collaborative Inquiry: An Action Research Framework Protégé Collaborative Inquiry Teams Mentor Collaborative Inquiry Teams
Guidelines for Enhancing Communication
Contextualize learning: “the Big Picture” Provide realistic expectations of how they can add value in the work world Explain WHY! What’s in it for them?
Engage in frequent and informal conversations Ask for their suggestions, insights, opinions Involve them in new initiatives Provide frequent and direct feedback
Check Assumptions
What language are we speaking???
Hone in on specific, concrete behaviours (What does it look like?)
Support New Pathways for Effective Communication
Create space for intergenerational collaborations
Encourage collaborative decision making
Invite divergent views to the table and LISTEN
Be courageous enough to step into “tough” conversations
Ury: “Yes, No, Yes”
Support Career Development that brings the Generations together
Create a learning environment
Invest in training differently
Include learning & development in role requirement
Establish accountability “Walk the talk”
Our Final Small Group Discussions
What resonates with you from our discussion this afternoon?
How might you apply these insights to your own practice?
What questions and concerns are emerging for you?
Be willing to leave the shore and…
Suspend judgment
Think outside the box
Shift perception
Look for the second right answer
Challenge assumptions
Be illogical
Look foolish Make a mistake and…
Keep looking through the lens of our GenY colleagues
Sometimes we have to jump off the cliff… and Build our wings – on the way down.