Generational Differences:

Generational Differences:____________________________________

Advising / Managing Across Generations

Presented by: Melanie Woodard McGee

•Enhance understanding of the differences across generations

•Increase awareness of sources of generational conflict

•Improve effectiveness in advising / managing across generations

Objectives

• Veterans Born 1920 – 1945– Ages 66 – 91– a.k.a., Traditionalists, Matures, Silents,

Greatest• Baby Boomers Born 1946 – 1964

– Ages 47 – 65– a.k.a., Hippies, Beats, Jones (mini-generation, 1954-

65)

• Generation X Born 1965 – 1980– Ages 31 – 46– a.k.a., Busters, Invisibles, Slackers

• Generation Y Born 1981 – 2000– Ages 11 – 30– a.k.a., Millennials, Echo Boomers, Nexters

*Edges can be squishy, as date ranges sometimes vary a bit from study to study

Four Generations at a Glance*

•How well do you know the generations?

•Circle answer you believe is correct.

•We will discuss answers at end of presentation.

Generation Quiz

• Old Proverb:– People resemble their times more than they

resemble their parents• Not a matter of Stereotyping people

– Cohorts tend to share same qualities and life views– Why? Undergone similar experiences/events at same

time• First time ever – Four generations in the

workplace– Multiple generations have worked together in the

past, but in a more rigid, hierarchical structure– Flatter organizations of today lend themselves to

more generational interaction…or collision• To be effective…understand your own and

others!

Defining Generations

U.S. Population

Today

•Veterans

•Baby Boomers

•Generation X

•Generation Y

Four Generations in the Workplace

→10% and Decreasing Rapidly

→45% and Decreasing Slowly

→30% and Increasing Slowly

→15% and Increasing Rapidly

•Great Depression•World War II•Pearl Harbor•D-Day•Rationing•Atomic Bomb•FDR Administration•New Deal•Radio

Defining Events: Veterans

• Hard working• Family focused• Churchgoers• Respectful• Patriotic, national pride• Believe in duty before pleasure• Adhere to rules• Patience• Believe in dedication and

sacrifice

Tendencies:Veterans

•Cold War•Civil Rights Movement•Space Program•Assassinations: JFK & RFK, MLK

•Vietnam War•Watergate•Sexual Revolution•Women’s Liberation

Defining Events: Boomers

•Educated•Optimistic•Believe debt is OK•Personal growth-oriented (read self-

help books)•Question authority• Independent•Cause-oriented•Workaholic / competitive•Value youthfulness, health and

wellness

Tendencies:Boomers

• Challenger explosion• Fall of Berlin Wall• Iran Hostage Crisis• Collapse of Communism• First Gulf War• AIDS• High divorce rate• Latch-key kids• Corporate downsizings• Personal computers• Video games

Defining Events: Generation X

• Live for today• Skeptical/cynical• Have a global perspective/value

diversity• Distrust corporations• Entrepreneurial• Strong belief in work/life balance• Techno-savvy – Internet becomes

standard• Enjoy/need a challenge

Tendencies:Generation X

• Oklahoma Bombing

• School violence (Columbine)

• Clinton/Lewinsky• 9/11• Internet

availability• Overscheduled• High parental

divorce rate

Defining Events: Generation Y

• Two working parents

• Cell phones standard

• Exposure to sex, violence at early age

• Obesity epidemic• Diabetes

epidemic• “Ritalin

Generation”

• Patriotic• Introspective• Skeptical• Masters of

technology• Media-vores• Open to diverse

perspectives• Acceptance of

multi-culturalism

Tendencies:Generation Y

• Innovative• Dependent• Self-confident• Socially

conscious• Family is

priority• Sociable/

Inclusive• Image driven• Overly

medicated

And then there are the

Cuspers…Born on cusp between two generations, the Cuspers:•May firmly identify with one generation or the other, but more often•Are naturals at mediating, translating and mentoring, so•Can be extremely valuable in bridging generational gapsSource: When Generations Collide. Lynne C. Lancaster & David Stillman. Harper Collins. 2002.

•What band or solo artist best defines your generation?

•What song best defines your generation?

Group Discussion

• What generation do you most closely identify with and why?

• What do you like about your generation?

• Do you believe your work-related talents and skills are used on the job?

• What challenges do you face at work that may be associated with your generation?

Thought Questions

• Each generation believes the following generations should pay their dues, in the same way, to earn success.

• Each generation assumes the following generations will want what they have and will share their definition of success.

• With a few exceptions, each generation believes the following generation has it much easier.

Generational Repetition

The oldest, wealthiest and most visible

members of a generation typically define the

behavior and attitude for those that follow. (The

same can be said for defining the behaviors and attitudes in

the workplace.)

Common Generational

Theory

In other words…

Boomers Rule in the

workplace!...for now

• Long hair• Acid rock• Rolling Stones• Trying to look

like Liz Taylor

The Boomers

•Longing for hair

•Acid reflux•Kidney stones•Trying NOT to

look like Liz Taylor

1970

2010

Growing up Boomer

Growing up Boomer

Growing up Boomer

Though Boomers may

Rule…• They must recognize that there will be no spoils for a winner to collect if they take a win-lose approach when managing generational differences.

• Those who choose to stick to their guns, and prove who is boss, might win the battle, but they will surely lose the war.Source: “Baby Boomers: Don’t Drink the Hater-ade” Ira S. Wolfe. Success Performance Solutions. September, 2009.

Though Boomers may

Rule…• Managers/Advisors must learn to:See the world through the lens of

younger workers/studentso Similarly, Gen X and Gen Y must

be willing to see a world that was and learn from it!!!

Make peace with all 4 generations

Leverage each generation’s unique strengths to create a win-win solution

Source: “Baby Boomers: Don’t Drink the Hater-ade” Ira S. Wolfe. Success Performance Solutions. September, 2009.

•Conformity, blending, unity – We first

•Team players•Strong commitment to work•See work as an obligation•Dependable•Hard workers•Age = Seniority

Work Style:Veterans

•Service-oriented•Driven•Good team players•Willing to go extra mile•Want to please•Good at relationships•Uncomfortable with conflict

•Not budget minded

Work Style:Boomers

Baby Boomers:• Regard work as an anchor in their often turbulent

lives• Value being true to oneself, feeling in control,

making enough money to ensure comfort, maintaining health and vitality, and doing work that provides personal satisfaction

• As they approach retirement, they are looking for more meaning in their work and ways to ‘give back’ to others

• ‘Sandwich’ generation juggling responsibilities for children, grandchildren, aging parents, and preparation for retirement

Attitudes/Expectationsof Professionals

Source: “Long-term global demographic trends: reshaping the geopolitical landscape.” Central Intelligence Agency (CIA), 2001.http://www.eldis.org/static/DOC9390.htm

•Want to know why•Know there are no guarantees

•See multiple perspectives•Results-oriented•Independent•Want flexibility•Multi-taskers•Creative

Work Style:Generation X

Generation X:• Individualistic, assertive, independent, shape their

own work environment, take responsibility for development of skills/employability

• Ambitious, want advancement and good salaries, but follow their hearts and quality of life concerns Enjoy work but consider work/life balance important

• View each job as a chance to learn; less hesitant to change jobs/companies or to become entrepreneurs

• Likely to seek new career opportunities and ventures as they grow older



• Looking to make a difference

• Cause-oriented• Focus on the

present (future uncertain)

• Tend to multi-task• Fast-thinking skills

(honed on Playstation / Gameboy)

• Expect immediate gratification

• Value other’s perspectives

Work Style:Generation Y

• Ask why• Thirst for

knowledge• Networkers• Team players• Strive for work /

life balance• Hard workers /

multitasking ability

• Tenacious• Optimistic• Need for

supervision and structure

• Less developed coping skills

Generation Y:• Adaptable and flexible, but less homogenous and

more conservative Assume a ‘free agent’ mindset and are realistic about their expectations

• Listen, respond, wait and see, and build trust one day at a time

• More relaxed about diversity and far more prepared to participate in teamwork

• Internet generation, dependent on technology, too often at the expense of basic reading, writing, and math skills

• No secrets; more willing to share pay/workplace info



• What is your preference for communication style?

• What is your motivation for work?• What type and amount of feedback

do you prefer?• What rewards do you prefer?• What do you want others to

understand about your generation?• What statements about your

generation do you never want to hear again?

Thought Questions

Don’t Advise Them, Guide

Them• Younger generations do want to be mentored…they don’t want to be lectured

• Rather than advising them, try guiding them insteadSource: “Don’t Advise Them, Guide Them” Mary Jo Asmus. March 7, 2011.


ThemGuiding requires you to help students / employees develop their own solutions•Possible guiding questions:

What has worked for you in the past?

What have you seen others do that you would like to try?

Of all the ideas you’ve put on the table, what do you think you would like to begin with?

Source: “Don’t Advise Them, Guide Them” Mary Jo Asmus. March 7, 2011.


Them• Help them sketch out small

steps to get started• Guide them when things go

wrong…guide them again to get them back on their feet

• Catch them doing things right, and let them know they are on the right track

• Watch them grow/develop so that they will be prepared to take your place

Source: “Don’t Advise Them, Guide Them” Mary Jo Asmus. March 7, 2011.

Narrowing the Generation Gaps

Unity, not uniformity, must be our aim.

We attain unity only through variety.

Differences must be integrated,Not annihilated, not absorbed.

~ Mary Parker Follett

Fact: Working effectively across generational groups, results in a more satisfying and productive workplace

• What can you do to narrow the generation gaps?

• L. E. Bernstein suggests 5 “A list” strategies:

Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK. 2006.

Narrowing the Generation Gaps

1. Accept your “mutual rightness.” With few exceptions, each of us is RIGHT

2. Acknowledge your interdependency. We need coworkers who think/act differently

3. Appreciate what you have in common Focus on what binds you, not what divides you

4. Assume responsibility for making your relationships better. We rarely choose who we work with, always

choose how we deal with them

5. Adopt “The Platinum Rule”…Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK. 2006.

The Platinum Rule

• We’re all familiar with the ‘Golden Rule’“Treat others as you would like to

be treated”However, some folks may not

want to be treated in the exact same manner as you

• Consider treating folks the way they want to be treatedWe refer to this as “The Platinum

Rule”


• Ensure that training/on-the-job experience increase transferable and marketable skills

• Provide rationale for work you are asking employees to do and explain value added

• Provide task variety• Build teams with great care• Provide work environment that rewards

extra effort and excellence• Pay attention to blurring of work, life and

family issues

Taking Action

Source: “Work Place Flexibility – The Next Frontier.” Billy E. Johnson. Deloitte Services LP. May 11, 2005.

…we wouldn’t have the sage wisdom that only comes with age.

Nor the history to learn from as we enter each new stage.

We wouldn’t see the loyalty so needed for success.Nor the common sense we count on to avoid each

pending mess.Sure, their need to follow protocol may seem a bit

too much,But we nonetheless can count on them for a warm

and human touch.Thank goodness for these special folks who rarely

search for fame.If it weren’t for our VETERANS, we just wouldn’t be

the same.

If it were not for

VETERANS…


…we wouldn’t have hard-working folks who don’t go by the clock.

Nor the chance to pick the brains of thosewho’ve “been around the block.”

We wouldn’t have the leaders who have made us what we are.

Nor their “can do” optimism that has taken us so far.

Perhaps it seems they have no lives and are often labeled fools,

yet the teamwork that they bring to us is the best of all our tools.

Thank goodness for these special folks who help us win the game.

If it weren’t for our BOOMERS, we just wouldn’t be the same.

If it were not for

BOOMERS…


…we wouldn’t have so many perspectives that are new.

Nor the challenge to examine everything that we all do.

Without them, only “nine to five” would be our way to go,

because we’d have much less incentive to step away from status quo.

While it seems their only interest is in doing things their way,

this group’s focus on results has very often saved the day.

Thank goodness for these special folks who at times are hard to tame.

If it weren’t for our GEN X-ers, we just wouldn’t be the same.

If it were not for

GEN X-ers…


…we wouldn’t have the growing push for workplace fun.

Nor the ability to quickly knock out work when under the proverbial gun.

There would be no fellow workers pushing all of us to see,

that everything can be improved with advanced technology.

Though we may not like that work for them is often just a ‘gig,’

the future that they represent is unquestionably big.

Thank goodness for these special folks who see older ways as lame.

If it weren’t for our GEN Y-ers, we just wouldn’t be the same.

If it were not for

GEN Y-ers…


So, how well do you know your generations?

How will this information impact the way that you approach your role as an advisor

and/or manager, beginning tomorrow?

Wrapping it Up!

Documents

Generational Differences: