Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team

Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team
Duration: 60 Minutes
Module 1 Module 1
Recorded on: 2023-06-08
Unit 1 Presentation Materials: Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team
Unit 2 Transcript: Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team
Unit 3 Workbook: Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team
Unit 4 Recording: Boomers, Slackers and Snowflakes: Building a Multi-Generational Leadership Team

Having a multi-generational group of decision-makers at the table in organizations brings several benefits. Diverse perspectives and experiences result in more comprehensive and well-rounded decision-making that promotes innovation, adaptability and learning, and stays current and responsive to evolving needs and challenges. This session zeroes in on fostering a multi-generational leadership team for maximum outcomes.

Leading the presentation is Diana Knapp, the current Director of the Jackson County Detention Center and the Appointed Chair of the American Jail Associations Committee on Diversity, Equity, and Inclusion. She has almost three decades of experience working in secure settings for both adult and juvenile offenders at the state, federal, and municipal levels.

Points Diana discussed in this session include:

  • The value in seeing diversity as a strength for organizations.
  • How tenure alone does not determine leadership potential and how candidates of varying backgrounds and experiences should be considered.
  • The importance of setting high expectations for performance and fostering a culture of learning and improvement where people are encouraged to go beyond their comfort level.
  • Understanding how mistakes are part of the learning process and should not be viewed as fatal.
  • How offering certifications and incentives for individual growth and visible and tangible recognition can leverage buy-in from multiple levels of the organization.
  • The benefit of creating open and competitive positions regardless of tenure, which places value on the varying experiences, backgrounds, and perspectives that individuals bring.
  • Encouraging those who go above and beyond, volunteer, or seek further education by providing them with better opportunities or accelerated track for career advancement.
  • Assigning authority commensurate with responsibility and establishes legitimacy to establish confidence and willingness to take on challenging tasks.
  • The value in starting with small initiatives to build a culture of success and recognition that motivates team members and acknowledges their contributions.
  • How homogeneous leadership teams can lack diversity of perspective despite being easier to manage.
  • Getting over generational differences and stereotypes as the determining factor for work ethic, communication style, or skills and competencies.
  • How mere perceptions and stereotypes about generations in the workplace – and not the actual differences – impact team dynamics.
  • The importance of embracing the perspectives and visions of younger generations to shape the future of the organization.
  • The reality that individual personalities – and not generational generalizations – is what heavily influence team dynamics and outcomes.
  • The concept of alternating leadership is where opportunities for everybody to take on a leadership role are provided to foster growth, create wins, and boost morale.
  • Leveraging the leaders and identifying trusted and influential individuals within the team who may not be the obvious choices for leadership roles
  • Getting people, even the cynics, involved in projects they believe in to secure buy-in in the future.
  • How delegating opportunities to multi‐generational leadership members allows the organization to maintain authority and responsibility and at the same time leads to better buy-in, diverse perspectives, and a better organizational culture that drives employee satisfaction and retention.
  • The advantages of offering skill development to all team members, not just senior management, to the entire organization.
  • Debunking the most common generational stereotypes out there and the importance of supporting and setting up people for success regardless of the generation they’re from.

Questions raised by the webinar participants are about:

  • Thinking beyond tenure and experience within the same profession when considering candidates for positions.
  • Evolving a culture that allows mistakes.
  • Recruitment ideas to address staffing shortages.
  • Getting people to get over generational stereotypes.

 

 

Other Webinars with this Speaker

 

Or, click here to register and view other Jail/Corrections related webinars and recordings on the JCH website.

 

Audience Comments

  • “I liked the interaction between the presenter and the audience.” — Bianca
  • “I really liked some of her ideas.” — Donna
  • “Even though I already know these things, it is really good to revisit the importance of diversity, being open to all views and differences, and allowing people to grow even when they may have made mistakes.” — Debra
  • “I am from Jackson County and work with Director Knapp daily. This was a reinforcement of what we discuss weekly. It is always good to revisit what you think you know and put that back to the front of your mind. Our leadership is second to none and is always working to make it better for everyone who works here. I would like to see topics related to individual conflict management, and how to reach a problem worker in a way that they want to do better. There is always the person that rides the line of compliance.” — Pamela
  • “The presenter was really good and she provided a ton of valuable information. I will definitely participate in other webinars with this presenter.” — Stephene
  • “The Presenter was extremely knowledgeable of the topic and shared great innovative methods to address issues departments are facing. EXCELLENT.” — Vivian
  • “Excellent information and insight. Thank you!” — Wanda

 

 


 

This webinar is part of the JCH Summer School Program. From June 1-August 31, 2023, attendees will receive a certificate of attendance via email about one hour after the conclusion of a webinar.

Want to join us for other Summer School webinars? Check out our Summer School Calendar and register today!

 

 

The American Jail Association (AJA) is a national, nonprofit organization that supports the professionals who operate our Nation’s jails. It is the only national association that focuses exclusively on issues specific to the operations of local correctional facilities. The driving force behind the phenomenal growth of AJA is its members. AJA has taken a leadership role in developing the type of programs that promote the professional growth of the dedicated men and women who operate our Nation’s jails.  Jail staff have the responsibility for the management of people who have been charged with violating our laws and often mock the ideals on which AJA was founded. Jail personnel find themselves sorely tested each day in the jail environment when they receive scorn and derision for their loyalty and perseverance under extremely trying circumstances.  AJA takes this opportunity to salute the jail staff of the Nation who, by their dedication to the difficult task of local corrections, have made a vital, positive difference to the welfare of the communities they serve.  Click here to learn more about AJA. 

 


 

Additional Resources
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