For the first time in history there are four cohorts in the workplace at the same time and it is causing a bit of a stir. The primary challenge today is how to navigate amidst these differences. This keynote is designed to educate attendees on generational traits and trends as well its goal is to help breakdown the generational boundaries that multiple generations and differing personalities create within a corporate culture. Using her trademark soft approach humor and relevant examples that leave the audience feeling validates and understood! Olivia motivates audiences by providing real-time approaches to current challenges. Based on her book, Four Generation-One Workplace, this keynote will leave you provoked and inspired to approach the other generations in new and positive ways.

1. “This so called
‘Generation Gap’ is
just a conversation
we haven’t taken
the time to have
yet”
~Olivia McIvor

2. Recruiting was Simpler when Work
Was a Paycheck…

3. 2% increase in
How do I
employee maintain
cheerfulness = ‘freshness’ as
1% increase
on the bottom line
a recruitment
& engagement
-Daniel Goleman
strategy?

4. Step Into this Vital Leadership Role
1. Recruitment: Why I picked you
2. Retention: Why I stay with you
3. Engagement: Why I am committed
emotionally to you

5. ….And Who are Your Future Leaders
1. Leader’s inspirational influence
2. The culture
3. The work itself

6. Recruiting is About Work Fulfillment
1. Continual learning 8M surveyed in 1600
companies. Results showed cash &
2. On the job challenges non-cash had the same effect
on productivity.
3. Opportunity to express
oneself $3 in cash was required to
affect the same result as $1 in
non-cash rewards
4. Striking a balance ~World at Work
between life & work

7. 3
Knowledge Transfer Crisis
2.5
2
1.5 3.1 ratio
decline
1
Ratio of 15-24
To 55-64 Age
0.5 Groups entering
the workforce
0
1921 1981 1991 2011 2021 2031
Globe & Mail Source 2012: census of population and estimates

8. Vigilance to Values Alignment Required
“Canada is developing a 2012 Hot CND Jobs
desperate skilled labour
shortage and resolving it is key 1. Financial Manager
to the continued success of 2. Skilled Trades -construction,
Canadian businesses and the transportation, manufacturing,
economy." service
3. College/Vocational Teacher
“It predicted that over the next 4. Dentist or dental hygienist
decade there would be shortfalls in 5. Computer & IS mgrs
construction, oil and gas, nursing, 6. University professor
trucking, hospitality industry and 7. Human Resource specialist/Mgr
steel trades.”
8. Pharmacist
~The Canadian Chamber of Commerce 2012 9. Registered Nurse
10. Retail Manager

9. The main challenge of any customer
service organization,
and in the end that is all of us, is to
align the interests of the organization
with the interests of its people.
Clive Beddoe, former CEO West Jet Airlines

10. The New Currency
• Intrapreneurship: Ramp up bonus 87% of employees
structures not base pay report having
• Equalize non-monetary and workplace
monetary flexibility as
• Ask “what do you think?” more extremely or very
• Utilize underrepresented pools of important if they
labour were looking for a
first nation, older population, youth, disabled, new job
~National Study of the Changing Workforce
immigrants

11. “Young people today have no respect for
authority, for their elders, or for the traditions
of the past.
They are lazy and unwilling to work hard
causing no end to worry about the future”

12. It is not age differences
that create a divide but
our judgments about
each other does

13. The Changing of Words
WORK ETHIC
SOCIAL SKILLS
TECHNOLOGY
COMPANY LOYALTY

14. Command
approach
I am my work
Interpersonal
Interconnected approach
approach I live to work
I work to play
Entrepreneurial
approach
I work to live

15. Command
approach
Imprints Translates to work
• Industrial age My Request: Respect me
• Grew up during the • Respects authority
depression/war
• Work ethic vs. education
• Work hard-pay your ‘dues’
• Formal approach
• Loyalty to church, institutions
country Work Credo: ‘I am my work’
• Loyalty is power

16. Interpersonal
Approach
Imprints Translates to Work
• Industrial age My Request: Value Me
• Time of optimism • High work ethic & loyalty
• Work hard-pay your ‘dues’
• “is this all there is?”
• Cradle to grave loyalty
• Experience is power
• Raised by traditional family
• Civil Rights/women’s rights Work Credo: “I live to work”
• Profession becomes identity

17. Engagement Strategies Mature Workers
• Interview respecting knowledge & wisdom
• Create mentorship roles
• Offer flexibility with hours
• Adapt the nature of work (Reduce
workload/physical demands of job)
• Offer part-time/job sharing options
• Grant unpaid time off for
activities/volunteerism
• Provide specialized training if required

18. The Voice of Your Candidates is Clear
1. Recruitment: Why I
picked you
2. Retention: Why I stay
here
3. Engagement: Why I am
committed emotionally

19. Entrepreneurial
approach
Imprints Translates to Work
• Information age My Request: Invest in Me
• Parent/sibling downsized • Don’t micro-manage me
• Time alone-’latch-key’ kids • Grow skills vs. job security
• Brutal recession • Education becomes power
• Rapid, unprecedented Work Credo:" I work to live”
change
• Demand life-balance
• Marrying later

20. Interconnected
approach
Imprints Translates to Work
My Request: Mentor Me
• Information Age
• ” be anything you want” • Confident & assertive
• Access to everything • Community & mentors
• Built in BS detector • Parents are heroes
• Most wanted children • Widen career paths
• College becomes High School Work Credo: “I work to play”
• Delayed adulthood • Work can be fun

21. loyalty is power
Respect Me
Mentor Me Value Me
Invest in Me experience is power
education is power

22. My Crystal Ball
• Pay closer attention to boomer exodus. Re-
engage with them to hire or re-hire
• Recruit more to individual values
alignment
• Be open to adapt job descriptions to
individuals
• Bury the ‘cookie cutter’
• Ask “what barriers are in the way of
knowledge & wisdom transfer?”

23. Thank You
Olivia McIvor
www.theorganizationalculturegroup.com
info@theorganizationalculturegroup.com