Jeff Magee, Ph.D., PDM, CSP, CMC is the publisher of Performance Magazine, and is also the podcast host/anchor of Performance Magazine Live www.performancemagazinelive.com. A well-known author and speaker, Dr. Magee can be reached at
jeff@JeffreyMagee.com, toll free 1-877-90-MAGEE, or
www.JeffreyMagee.com for more information on keynotes, training seminars and skill development resources.
The whole problem with the world is that fools and fanatics are always so certain of themselves, but wiser people so full of doubts.
- Bertrand Russell
The days of a widepaintbrush-stroke approach to engaging each individual in an organization, as if they were crafted from the same mold, are gone!
The abilities to fluidly connect, understand, respect (not necessarily agree or disagree!), and motivate the generational segmentations in a business organization will be the differentiators between greatness and significance. There is a direct and very defined connection in one’s personal managerial-leadership style among others and one’s age or generational segmentation.
This is also true for the methods by which managerial-leaders manage, lead, and engage others within business today. The five generational segmentations (COACHING for IMPACT: The Art & Leadership Of Generational Coaching, by Brown Books, ISBN# 0-9641240-3-3 /USA $29.95) can be identified most typically as operating from these motivators:
1. Centurions – The 55 and older segmentation tend to be more structured, formal, regimented, reserve, focused, loyal, long-term oriented, purpose and value driven, organizationally committed…
2. Baby Boomers (and the Eco Boomers) – The 38 to 55 years of age segmentation tend to be less structured, more materialistic, change resistant, more vocal and outgoing, commitment is contingent, more loyal to an industry than a specific organization, title driven, more formally educated…
3. Generation X’ers – The 27 to 38 crowd tend to be more action-oriented, boundary-pushing, opportunity-driven, socialization-and friend-oriented, entitlement driven, change accepting, more instant-gratification oriented…
4. Generation Y’ers – The 21 to 28 segmentation has open minds but shorter attention spans, needs more diverse stimulation, is change driven and are technology savvy…
5. Generation MTV’ers (or Mosaic) – The 17 to 21 individuals looking for purpose and value opportunities. Change is norm, and they are relationship-driven, idealistic, technology driven, highly socially conscious, short-term focused…
To enhance ones’ leadership ability and connectedness with others, a leader should approach individuals from the perspective of how their generational segmentation likes to operate.
“We become who we have always been … Individuals typically operate outward from our inward generational segmentation!”
- Jeffrey Magee
By fluidly engaging individuals one-on-one or within group dynamics, a leader can attain a higher level of individual performance and group effectiveness. By evaluating how individual segmentation operates, leaders can take the mystery and angst out of trying to determine how best to engage and motivate their team and reduce if not eliminate micro management by merely delivering on the minimal needs to each segmentation and attaining maximum performance!
###
- Related Articles
- Related Q&A
- Why a Success Coach?
- Coaching Website Mistakes - Avoid These Website Mistakes If You Want A Successful Coaching Business
- Tips to Choosing a College Success Coach
- Coaching Program - 5 Steps To A Super Successful Coaching Program
- Success Coaching Tips to Banish Seminar Overwhelm
- 5 Questions to Answer Before You Can Become a Highly Successful Coach
- Randy Gage: A Brief Review of His Personal Success Coach Program
- Internet-Marketing-Success-Coach
Building Revenue From Article Marketing Quickly - Simply As 1 - 2 - 3 As Long As You're Using Article Marketing
By: Dale Dupree | 24/12/2009This aspect of marketing should never be overlooked. Remember, people do business with people who they either know or trust, period!Ok if we did this correctly, this gives us a simple 3 step plan in order to build money online.
Ready to Hire a Motivational Speaker? Here’s How to Do It
By: John Hersey | 23/12/2009Your employees are your most valuable asset. Instead of upgrading equipment, you should be working on upgrading your staff’s performance and quality of life.
Can A Manager Be Too Nice?
By: Carole Hodges | 23/12/2009if you are a manager, you may want to follow these simple rules to motivate your people
Do You Care Enough to Hire a Motivational Speaker?
By: John Hersey | 22/12/2009Maybe you think that hiring a motivational speaker for your company’s workshops is an unnecessary expense. Well, think again… and here’s why.
Learning From A Good Mentor
By: Zurieka Model | 22/12/2009Wikipedia describes the word mentor in the following partial statement : “This is the source of the modern use of the word mentor : a trusted friend, counselor or teacher, usually a more experienced person. Some professions have "mentoring programs" in which newcomers are paired with more experienced people, who advise them and serve as examples as they advance.”
###*Turn $39 into $59,866 in 5 Months!*###
By: Martinact420 | 22/12/2009Hello friends. Do You Want Know Secret for Turning $39/month into $59,866 in 5 Months? Check my website at the bottom of this page. I will be your personal sponsor, and help you along the way. Most other sponsors don't help their new members, but that is why they don't make any money. I am not new to Affiliate Marketing, so join my team and have a real Affiliate Marketer as your personal sponsor. I will show you the ropes and give you all the advice you need. And I will also give you some
SelfPublish your Childrens Book
By: Louis Dodd | 21/12/2009Do you think you would like to self-publish a children's book, but you are afraid of being out hundreds of dollars and having your garage full of boxes of books?
Leaderhip and Motivation In The Workplace
By: Donald N Lombardi | 20/12/2009There is no “Magic” in managing people. If you want to be more effective with people, you must understand that substantial increase in effectiveness have substantial costs and risks.
Communication Accountability Formula!
By: Jeff Magee | 14/11/2007 | Team BuildingInvesting valuable time with another person to grow and develop them can be quickly sabotaged if the parties cannot connect communicatively. Studies reveal that one of the leading contributors to organizational dis-functionality rests at the door of ineffective communication among individuals.
Assessment to Success: Interviewing for Winning Teams!
By: Jeff Magee | 01/11/2007 | Project ManagementIn most business realities today, when an opportunity presents itself for a manager to add a new complimentary player to a team, this opportunity is most often fumbled. The newly acquired player to the existing team is not objectively acquired as a asset that can truly COMPLIMENT and add to the team's strengths, by filling an existing weakness. Many times, the new player is simply a different shade of what already exists.
Centering yourself and Staying Grounded: Finding your Inner Mettle for Sustained Passion!
By: Jeff Magee | 01/11/2007 | LeadershipAll leaders operate, more often than not, from three key answers. It is the sum whole of all three answers, that affords a leader their direction, and that allows them to stay grounded. This is what gives them a sense of centeredness and never-ending passion, both of which others gravitate towards for even greater leadership!
Motivating Oneself for Sustained Peak Performance!
By: Jeff Magee | 12/10/2007 | MotivationalUnlocking the door to one's passion points has a dramatic effect of becoming a never-ending waterfall, from which one gains a flow of energy. It is from this flow of energy, which serves as the core source of ones’ energy creators, that one will be able to sustain constant motivation. As a leader, it is you who serves as that well, from which the team comes for nurture and substance!
Motivating the Individual Within!
By: Jeff Magee | 01/10/2007 | LeadershipOne of the traps which management has evolved into over past decades is to believe that all people are motivated in the same manner. In actuality, surveys reveal that what may be a motivator to one individual may in fact be a de-motivator to another.