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From Bebop to Hip Hop- Managing Multi Generational Credit Teams
Recruiting and Talent Management
4 generations means 4 approaches to work. Join this session to learn how to manage and avoid generational stereotypes in the credit department
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  • Lesson Overview

Credit experts were asked: In which areas do you see the greatest differences among your company's employees who are from different generations? 

Here’s what they said:  Baby Boomers (1946-1964) are less likely to embrace change, most of Gen X (1965-1979) aren’t happy with their senior management. On the other hand, Millennials (1980-1994) are impatient when it comes to career growth, whereas Gen Z (born after 1995) are not much solution-oriented. 

With all these differences, how could you, as a credit expert, manage a multi-generational workforce? 

Key Takeaways Include:

1. 5 strategies to manage a multigenerational workforce- recruiting strategies, customized approach, and many more.

2. Strengths, weaknesses, core values of Baby boomers, Gen X, Millennials, & Gen Z

3. Motivating each generation to reach their full potential, and create an ideal work environment. 

4. Creating cultural diversity and inclusion within your department

John Boyens · Co-Founder and President of Boyens Group, Inc.
John is the Co-Founder and President of Boyens Group, Inc. He is an expert in sales productivity and business strategist. He is also the author of two books: Creating a Productive Selling Zone® and Real-World Sales Strategies That Work. According to Selling Power magazine, he is one of the Top 100 Sales Enablement Consultants in 2020.
CURRICULUM

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From Bebop to Hip Hop- Managing Multi Generational Credit Teams

4 generations means 4 approaches to work. Join this session to learn how to manage and avoid generational stereotypes in the credit department

Course Overview 60 Mins (Show All)

Introduction to Managing Multi Generational Credit and Collection Teams (~ 2 Mins)

Introduction to Managing Multi Generational Credit and Collection Teams

Preconceived Beliefs about Different Generations (~ 5 Mins)

Preconceived Believes about Different Generations

5 Tips to Managing Different Generations in the Workplace (~ 8 Mins)

5 Tips to Managing Different Generations in the Workplace

Introduction to Different Generations (~ 10 Mins)

Generational Overview
Strengths and Weaknesses of Different Generations
Core Values of Different Generations

Tips and Tricks to Hiring and Managing Multi Generational Credit and Collection Teams (~ 20 Mins)

How to Attract and Retain
An Ideal Environment for Every Generation
Tips to Managing Different Generations
Attractive Employee Benefits

Q and A (~ 10 Mins)

Closing Thoughts
Best Ideas and Advise You Heard

About this course

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description
lessonOverview

Credit experts were asked: In which areas do you see the greatest differences among your company's employees who are from different generations? 

Here’s what they said:  Baby Boomers (1946-1964) are less likely to embrace change, most of Gen X (1965-1979) aren’t happy with their senior management. On the other hand, Millennials (1980-1994) are impatient when it comes to career growth, whereas Gen Z (born after 1995) are not much solution-oriented. 

With all these differences, how could you, as a credit expert, manage a multi-generational workforce? 

Key Takeaways Include:

1. 5 strategies to manage a multigenerational workforce- recruiting strategies, customized approach, and many more.

2. Strengths, weaknesses, core values of Baby boomers, Gen X, Millennials, & Gen Z

3. Motivating each generation to reach their full potential, and create an ideal work environment. 

4. Creating cultural diversity and inclusion within your department
instructor
name title image description
John Boyens Co-Founder and President of Boyens Group, Inc. John is the Co-Founder and President of Boyens Group, Inc. He is an expert in sales productivity and business strategist. He is also the author of two books: Creating a Productive Selling Zone® and Real-World Sales Strategies That Work. According to Selling Power magazine, he is one of the Top 100 Sales Enablement Consultants in 2020.
   
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