Description

Generation Y entered the professional world with its own specificities. Effectively managing 20/30 year olds requires understanding intergenerational differences. This course proposes adopting a posture particularly suited to this generation, that of the manager-coach

Who is this training for ?

For whom ?

Managers of teams made up of differentiated generations.

Prerequisites

None.

Training objectives

Understanding intergenerational differences Find a managerial posture based on Y’s expectations Support rather than impose and give meaning to the mission Develop the autonomy and motivation of the new generation Communicate on a daily basis and in the field

Training program

• Understanding the 20/30 year old generation
  • Awareness of transgenerational differences.
  • Generation Y.
  • Their expectations.
  • Their positioning.
  • The relationship of this generation to work and to the company.
  • Understand the motivations of the new generation in relation to the company.
  • Integrate the relational modes of the Y.
  • Generation Y's relationship with hierarchy and authority.
  • Exchanges Sharing experience: individual cases.
• Be recognized as a “manager coach” by your young colleagues
  • Propose a flexible environment.
  • Find a suitable posture taking into account the expectations of the Y.
  • Support rather than impose.
  • Give meaning to the mission.
  • Take the time to explain the issues.
  • Use the difference to strengthen the relationship.
  • Know the motivational levers.
  • Exercise Using the RPBDC grid (Actual - Problem - Need - Request - Contract).
• Be recognized as a “manager coach” by your young colleagues
  • Propose a flexible environment.
  • Find a suitable posture taking into account the expectations of the Y.
  • Support rather than impose.
  • Give meaning to the mission.
  • Take the time to explain the issues.
  • Use the difference to strengthen the relationship.
  • Know the motivational levers.
  • Exercise Using the RPBDC grid (Actual - Problem - Need - Request - Contract).
• Producing with 20/30 year olds
  • Invest in skills.
  • Continuously optimize processes by adopting a systemic approach.
  • Develop the autonomy of your employees.
  • Control without ingesting.
  • The Agile model.
  • What does it bring? How to use it effectively?
  • Exercise Manager to through socio-dynamics: positioning of your team on the socio-dynamic matrix.
• Motivate 20/30 year olds
  • Establish a give-and-take relationship.
  • Offer a fair and individualized salary.
  • Provide a clear and logical delegation framework.
  • Adopt a new managerial posture.
  • Role play Understand individual motivations through a communication model.
• Managing conflicts facing 20/30 year olds
  • Recognize what a conflict can be for 20/30 year olds.
  • Do not fight against difference but build with it.
  • Move towards resolution together of conflict.
  • Possible intervention of a third party.
  • Exercise Approach to the Karpmann triangle.
• Communicate as a coach with 20/30 year olds
  • Communication on a daily basis and in the field.
  • Adopt a direct style.
  • Communicate face to face AND online.
  • Game role Work on communication channels and management styles.