n-gen workshops are designed to accomplish two objectives: First, the workshops provide managers with the required foundational knowledge to understand the four generations.  We answer the question of how generational identities are demonstrated through behaviours and expectations in the workplace. Secondly, we customize the workshop activities to address your organization’s current operational environment.

Below, is a list of workshop titles and target audiences. Click on each link below to learn more about the programs,  which are customized and tailored to meet your needs in consultation  with an n-gen content advisor.

Four Generations – Four Approaches to Work: Increasing Engagement
Audience: Managers, Leaders & Supervisors

Organizations today face the challenge of creating high-performance environments that produce business results where employees do more with less. The more engaged employees are, the more productive they will be. The four generations in the workplace - Traditionalists, Baby Boomers, Gen Xers and Gen Ys – possess different behaviours and expectations, because of their differing identities. The tactics that may engage one generation will not necessarily engage the others. It is critical to understand the behaviours and expectations of each generational cohort in order to be able to drive greater team performance. However, to truly engage each cohort, organizations and leaders must also demonstrate engagement - transparency, responsiveness and partnering.
Key Topics

• The four generations’ life-defining events, values and characteristics
• How generational identities translate into behaviours in the workplace
• The new employment relationship
• Demonstrating organizational engagement – transparency, responsiveness & partnering
• Solving an organizational and/or individual management challenge

Coaching Multigenerational Teams (Scaleable program)
Audience:  Leaders, Managers & Supervisors

By being an effective coach, you can significantly impact the performance of your team. Coaching is a two-way, collaborative activity. It requires self-reflection on the part of the coach, and the well-honed ability to create a two-way dialogue. Strong coaches use the fundamentals of motivation, including generational motivators, to inspire their teams to grow and improve. The four generations in the workplace (Traditionalist, Baby Boomer, Gen X and Gen Y) possess unique identities that are demonstrated through different values, expectation and behaviors. This interactive and program allows managers to improve their ability to motivate their direct reports by taping into their personal and generational motivations. Through personalized feedback, managers are equipped with the skills to demonstrate effective coaching behaviors in alignment with n-gen’s START coaching model. 

Key Topics:

• The link between motivation, coaching and generational identities 
• The new world of work 
• The link between motivation, needs and creating engagement 
• How generational identities translate into behaviors 
• Definition of coaching & role of a coach 
• Four types of coaching 
• The START coaching model 
• Scenarios / group exercise
  

• Program kick-off 
• Benchmarking survey (online) – manager assessment (self & direct reports) 
• 6 hour in-class workshop 
• Individualized performance status reports 
• Individualized coaching assignments 
• Team debrief – overall coaching scores 
• Individualized performance status reports – post coaching assignment 
• Senior management team debrief 
• 3 month follow-up assessment

• How generational identities translate into behaviors 
• The new world of work 
• The elements of effective communication 
• Six Step Communication Plan 
• Generational communication tips
  

• Pre-work
•  6 hour in-class workshop 
• Action learning assignment – completed on-the-job 
• 3 hour debrief session (in-class or teleconference)

Building High-Performance Multigenerational Teams for Managers  
Audience:  Leaders, Managers & Supervisors

Creating a collaborative team environment is critical to achieving organizational performance.  High performance teams are lead by managers that demonstrate transparency, responsiveness and partnering.  By understanding the strengths and areas of development of their teams, managers can modify their behaviors to create a more collaborative, high performance work environment.  This program equips managers with a toolkit to use back at work with their teams to assess their current performance against a model for high performance teams. 

Key Topics:

• Definition of a high performance team – 7 core & 8 elite competencies 
• How generational differences impact team performance 
• The link between engagement, collaboration and productivity 
• Negotiation skills as the foundation for successful team collaboration

Scaleable format to suit objectives, time and budget:

• Team fitness assessment (online or paper based)
• 3 or 6 hour in-class workshop 
• Manager’s toolkit – manager facilitation of a team development activity 
• 3 month follow-up assessment

How to Get, Keep and Grow Talent from All Four Generations
Audience: HR professionals

To survive and excel in a competitive labour market, organizations must be able to recruit, retain and develop top talent from across all four generations.  Your workforce is comprised of Traditionalists, Baby Boomers, Gen Xers and Gen Ys.  Each generation has its own unique identity, which impacts performance, productivity and organizational passion.  To be an employer of choice, you must tap into the values, expectations and behaviours of each cohort in order to engage all employee groups. By doing so, you will be able to maximize each generation’s skills sets, while managing the differences. 
This interactive session explores the generational identities, and how they translate into different behaviours in the workplace.  We provide the business case for why HR should focus on generational identities as a key operational strategy. We explain how the road to creating engaged employees is dependant on your organization demonstrating the characteristics of organizational engagement – transparency, responsiveness and partnering. By working through n-gen’s evaluation templates, you will evaluate your recruitment, retention and talent management strategies to ensure alignment with generational identities and organizational engagement. 
Key Topics

• Generational identities, values, expectations and behaviours
• The business case for responding to a multigenerational workforce – link between engagement and productivity
• Evaluation of your organization’s current recruitment, retention and talent management strategies in order to better  tap into the values, behaviours and expectations of all four generations
• Action-plan: how to demonstrate organizational engagement in all people practices

The Four Point Succession Planning Process
Audience: HR professionals

Succession planning is a business issue keeping not only HR leaders but also C-suite leaders up at night. Some organizations worry about losing a high percentage of employees to retirement in the next few years. Most realize that they can no longer assume that employees will stay with them for the long term. Couple these issues with a shrinking labour pool and younger employees with more demanding career expectations and you are faced with a distinct challenge: How do you create a succession plan that is flexible, adaptable to turnover and yet can be sustained?

This workshop is designed to take HR professionals through the stages of a succession planning process. Throughout the workshop, we evaluate and build each stage of the Four Point Plan to effectively respond to a multigenerational workforce. We layer on considerations for the ‘next generation of people performance’ to the succession planning process.

Key Topics:

• Different succession planning models – management driven, succession pools, top-down/bottom up
• Factors in determining your current state
• Factors in considering planning for your future state
• Factors in executing and evaluating your plan
• Layering on a generational perspective to succession planning

Navigating the Business Environment  (Half day program) 
Audience: New Hires (Gen Ys)

Today’s workplaces are comprised of four generations (Traditionalists, Baby Boomers, Gen Xers and Gen Ys) each with different generational identities. For new graduates entering the workforce, often misunderstandings and confusion can occur as they begin their careers.  New hires from the younger generations often don’t have a frame of reference as to the values, expectations and behaviors that form your organization’s culture. To be successful, it is important for new employees to understand the generational identities that have shaped your organization’s strategies, programs and processes in order to increase their ability to integrate within that environment.

Key Topics:

•  Overview of the four generations
•  How generational identities translate into behaviors 
•  Analyses of organizational design (can be customized to your organization) 
•  Career management techniques for new hires
•    Building great relationships with managers and colleagues in the first 90-days 

Maximizing Collaboration of Multigenerational Teams
Audience: Managers & Team Members / employees

Organizations today face the challenge of creating high-performing environments that produce results. Each generation (Traditionalists, Baby Boomers, Gen Xers & Gen Ys) possess unique identities that translate into different behaviours in the workplace. It is important for team members to understand their own identities as well as those of peers, managers and organizational leaders in order to maximize collaboration and drive positive outcomes.
This interactive workshop explores how generational identities translate into behaviours - relationship with the organization, relationship with authority and work styles. Participants will be encouraged to think of techniques that will maximize collaboration both within teams and across departments.

Key Topics:

• Life –defining events that shape generational identities
• How generational identities translate into behaviours in the workplace
• Tips & techniques to improve team / partnership collaboration

Generational Learning Styles: Designing Learning Programs for all Four Generations (Half Day)
Audience: Facilitators, Trainers, Instructional Designers  

This half day workshop is designed for facilitators, curriculum designers and developers of learning programs. After reviewing the generational identities, we discuss how these identities translate into behaviors, including behaviors in learning – both in and out of the training room. We review the learning styles and preferences of each generation. Next, we explore the techniques required to design, develop and deliver learning to a multigenerational audience.

Optional special focus: secondary, post-secondary education institutions. This program is customized to the learning environment and operational considerations of high schools, colleges or universities. It includes a discussion of the expectations parents and students have of post-secondary institutions.

Key Topics:

•  Overview of the four generations 
•  Generational learning styles 
•  Gen X and Gen Y learning preferences 
•  Tips and techniques in designing, developing and delivering multigenerational learning programs

Targeted Recruitment to Tap into All Four Generations (Half or Full day program)
Audience: Recruiters & Hiring Managers

Organizations today are faced with the challenge of creating high-performance corporate environments that produce business results. To achieve results, organizations need to recruit the right people, for the right job, at the right time. The four generations in the workplace (Traditionalists, Baby Boomers, Gen Xers and Gen Ys) have unique generational identities that result in differing values, expectations and behaviors. What motivates each generation to work for your organization differs as well.

Key Topics:

•  Overview of the four generations 
•  How generational identities translate into behaviors 
•  The new world of work 
•  Characteristics of organizational engagement 
•  Application exercise: Writing messages that appeal to all four generations 
•  Analyzing your organization’s recruitment messages 
•  Discovering your organization’s USP 
•  Interpreting generational responses to the recruitment process 
•  Application exercise: evaluating your recruitment process against the characteristics of organizational engagement – how does your organization rate?