1. Generations: When We “Bloom Where We’re Planted,” Who Is In the Garden with Us? MEMO 2008 Summer Leadership Conference July 20 - 22, 2008

2. 4 Current Generations Veterans Veterans Boomers Boomers Gen Xers Gen Xers Millennials Millennials (Howe & Strauss, 2007; Zemke, Raines, Filipczak, 2000)

3. Veterans Birth Years: 1925 - 1942 Birth Years: 1925 - 1942 66 – 83 years old 66 – 83 years old Traditionalists Traditionalists GIs Mature GIs Mature WWII Generation WWII Generation The Silent Generation The Silent Generation Seniors Seniors

4. Boomers Birth Years: 1943 – 1960 Birth Years: 1943 – 1960 48 – 65 years old 48 – 65 years old Baby Boomers Baby Boomers

5. Gen Xers Birth Years: 1961 – 1981 Birth Years: 1961 – 1981 27 – 47 years old 27 – 47 years old Baby Busters Baby Busters Post Boomers Post Boomers Generation X Generation X

6. Millennials Birth Years: 1982 – 2005 Birth Years: 1982 – 2005 3 – 26 years old 3 – 26 years old Generation Y Generation Y Nintendo Generation Nintendo Generation Generation Net Generation Net Internet Generation Internet Generation Nexters Nexters Millens Millens

7. Generational Theory Tracked back from Puritan America Tracked back from Puritan America Each generation marked by its own "biography" (p. 41) Each generation marked by its own "biography" (p. 41) series of events and/or trendsseries of events and/or trends around which they develop common beliefs and behaviorsaround which they develop common beliefs and behaviors Replaces the generation departing Replaces the generation departing (Moore, 2007) Generations follow observable patterns, are easier to see in 20/20 hindsight Generations follow observable patterns, are easier to see in 20/20 hindsight (Howe & Strauss, 2007)

8. Artists [Veteran] Born during great war or crisis Born during great war or crisis A time when worldly perils boil off the complexity of life, important A time when worldly perils boil off the complexity of life, important Public consensus, aggressive institutions, personal sacrifice Public consensus, aggressive institutions, personal sacrifice Endowments: pluralism, expertise, due process Endowments: pluralism, expertise, due process (Howe & Strauss, 2007)

9. Prophets [Boomer] Born after great war or crisis Born after great war or crisis During a time of rejuvenated family life During a time of rejuvenated family life Consensus around societal order Consensus around societal order “Young crusaders of a spiritual awakening" (p.45) “Young crusaders of a spiritual awakening" (p.45) Endowments: vision, values, and religion Endowments: vision, values, and religion (Howe & Strauss, 2007)

10. Nomads [Gen X] Born during cultural renewal Born during cultural renewal Time of social ideals and spiritual agendas Time of social ideals and spiritual agendas Youth-fired attacks on establishment Youth-fired attacks on establishment Grow up as underprotected, alienated young adults Grow up as underprotected, alienated young adults Endowments: liberty, survival, and honor Endowments: liberty, survival, and honor (Howe & Strauss, 2007)

11. Heroes [Millennial] Born after the spiritual awakening Born after the spiritual awakening Time of individualism, pragmatism, self- reliance Time of individualism, pragmatism, self- reliance Increasingly protected children, come of age as valiant young workers of crisis Increasingly protected children, come of age as valiant young workers of crisis Endowments: community, affluence, and technology Endowments: community, affluence, and technology (Howe & Strauss, 2007)

12. Generational Trends Number of creative individuals rises prior to periods of social, economic, and political change & innovation Number of creative individuals rises prior to periods of social, economic, and political change & innovation Veterans 13.9% (1930) Veterans 13.9% (1930) Boomers 16.6% (1950) Boomers 16.6% (1950) Gen X 18.7% (1980) Gen X 18.7% (1980) Millennials 30.1% (1999) Millennials 30.1% (1999) (Leunberger & Kluver, 2005/2006)

13. Defining Events / Trends: Veterans Patriotism Patriotism Families Families Great Depression Great Depression Social Security System established Social Security System established Pearl Harbor Pearl Harbor WWII WWII New Deal New Deal Koren War Koren War Golden Age of Radio Golden Age of Radio Silver screen Silver screen Rise of labor unions Rise of labor unions

14. Defining Events / Trends: Boomers Prosperity Prosperity Children in spotlight Children in spotlight Television Television Suburbia Suburbia Assassinations Assassinations Nuclear power plants Nuclear power plants Vietnam Vietnam Civil Rights movement Civil Rights movement Cold War Cold War Women's lib Women's lib Space race Space race Kent State Kent State

15. Defining Events / Trends: Gen Xers Watergate Watergate Nixon resignation Nixon resignation Latchkey kids Latchkey kids Single parent home Single parent home MTV MTV AIDS AIDS Computers Computers Challenger disaster Challenger disaster Fall of Berlin Wall Fall of Berlin Wall Persian Gulf War Persian Gulf War

16. Defining Events / Trends: Millennials Computers Computers School violence (esp. Columbine) School violence (esp. Columbine) Oklahoma City Oklahoma City Multiculturalism Multiculturalism Girls' movement Girls' movement 9/11 9/11 Stress Stress Harry Potter (1997) Harry Potter (1997)

17. Attributes: Veterans Consistency & uniformity Consistency & uniformity Bigger & better (“Gone with the Wind”, inventions, service stations) Bigger & better (“Gone with the Wind”, inventions, service stations) Conformists Conformists Believe in “logic not magic” (p. 39) Believe in “logic not magic” (p. 39) Disciplined Disciplined (Zemke, Raines, & Filipczak, 2000)

18. Attributes: Veterans (cont’d) Value the past & history Value the past & history Law & order Law & order Conservative spending Conservative spending Stable Stable Detailed Detailed Thorough Thorough (Zemke, Raines, & Filipczak, 2000)

19. Attributes: Veterans (cont’d) Loyal Loyal Hard working Hard working Respect Respect Clear authority Clear authority (Zemke, Raines, & Filipczak, 2000) Reward of retirement Reward of retirement Top-down management Top-down management (Leunberger & Kluver, 2005/2006) (Leunberger & Kluver, 2005/2006)

20. Veterans at Work Assets: Assets: StableStable Detail orientedDetail oriented ThoroughThorough LoyalLoyal Hard workingHard working (Zemke, Raines, & Filipczak, 2000, p. 46)

21. Veterans at Work (cont’d) Liabilities: Liabilities: Inept with ambiguity and changeInept with ambiguity and change Reluctant to buck the systemReluctant to buck the system Uncomfortable with conflictUncomfortable with conflict Reticent when they disagreeReticent when they disagree (Zemke, Raines, & Filipczak, 2000, p. 46)

22. Attributes: Boomers Pre-us, us, post-us Pre-us, us, post-us Passionate about causes Passionate about causes Believe in growth & expansion Believe in growth & expansion Think of ourselves as stars of the show Think of ourselves as stars of the show Optimistic Optimistic (Zemke, Raines, & Filipczak, 2000)

23. Attributes: Boomers (cont’d) Teamwork Teamwork Personal gratification – often at a high prices to selves & others (marriage, jobs) Personal gratification – often at a high prices to selves & others (marriage, jobs) Personal growth – soul searching - spiritualism Personal growth – soul searching - spiritualism Young & cool Young & cool Like respect, but not with sir or ma’am Like respect, but not with sir or ma’am (Zemke, Raines, & Filipczak, 2000)

24. Attributes: Boomers (cont’d) Economically optimistic Economically optimistic Driven by competition & material rewards Driven by competition & material rewards Hardworking Hardworking Focused on big picture Focused on big picture (Leunberger & Kluver, 2005/2006)

25. Boomers at Work Assets: Assets: Service orientedService oriented DrivenDriven Willing to go extra mileWilling to go extra mile Good at relationshipsGood at relationships Want to pleaseWant to please Team playersTeam players (Zemke, Raines, & Filipczak, 2000, p. 76)

26. Boomers at Work (cont’d) Liabilities: Liabilities: Not budget mindedNot budget minded Uncomfortable with personal conflictUncomfortable with personal conflict Process ahead of resultProcess ahead of result Overly sensitive to feedbackOverly sensitive to feedback Self-centeredSelf-centered Judgmental of those who see things differentlyJudgmental of those who see things differently (Zemke, Raines, & Filipczak, 2000, p. 76)

27. Attributes: Gen Xers Self-reliant (look out for themselves) Self-reliant (look out for themselves) With absent parents, seek to create family bond with friends With absent parents, seek to create family bond with friends Work/life balance Work/life balance Non-traditional sense of time & space (when & where they work) Non-traditional sense of time & space (when & where they work) Informality Informality Especially casual with regard to authority Especially casual with regard to authority (Zemke, Raines, & Filipczak, 2000)

28. Attributes: Gen Xers (cont’d) Skeptical (careful & guarded) Skeptical (careful & guarded) “Attracted to the edge” (p. 102) - extreme sports “Attracted to the edge” (p. 102) - extreme sports Techno savvy Techno savvy Great at multitasking Great at multitasking Encouraged as children to challenge others’ thinking Encouraged as children to challenge others’ thinking Willing to work hard, but don’t take advantage of them Willing to work hard, but don’t take advantage of them (Zemke, Raines, & Filipczak, 2000)

29. Attributes: Gen Xers (cont’d) Date cautiously & marry late Date cautiously & marry late Want to be their own boss – greatest entrepreneurial generation in US history Want to be their own boss – greatest entrepreneurial generation in US history Helping people one-on-one or volunteering more effective than civic interaction Helping people one-on-one or volunteering more effective than civic interaction Tough and practical Tough and practical (Howe & Strauss, 2007)

30. Gen Xers at Work Assets: Assets: AdaptableAdaptable TechnoliterateTechnoliterate IndependentIndependent Unintimidated by authorityUnintimidated by authority CreativeCreative (Zemke, Raines, & Filipczak, 2000, p. 110)

31. Gen Xers at Work (cont’d) Liabilities: Liabilities: ImpatientImpatient Poor people skillsPoor people skills InexperiencedInexperienced CynicalCynical (Zemke, Raines, & Filipczak, 2000, p. 110)

32. Attributes: Millennials Smartest Smartest Cleverest Cleverest Much wanted Much wanted Overprogrammed Overprogrammed Barriers of time & space dissolve Barriers of time & space dissolve Willing to work and learn Willing to work and learn (Zemke, Raines, & Filipczak, 2000)

33. Attributes: Millennials (cont’d) Optimism Optimism Civic duty (vote in schools) Civic duty (vote in schools) Confidence Confidence Achievement Achievement Sociability Sociability Morality Morality Street smarts Street smarts Diversity Diversity Challenges: haves & have nots Challenges: haves & have nots (Zemke, Raines, & Filipczak, 2000)

34. Attributes: Millennials (cont’d) Want to correct for the impracticality of Boomers & undiscipline of Xers Want to correct for the impracticality of Boomers & undiscipline of Xers Virtue less defined by self – more defined by ideal of common man Virtue less defined by self – more defined by ideal of common man Develop community based on norms, standards, rules, responsibility to others, Develop community based on norms, standards, rules, responsibility to others, Empower groups not individuals Empower groups not individuals High School Musical High School Musical Expect nonstop interaction with their peers Expect nonstop interaction with their peers More interdependence (personal, social, and economic) with their parents More interdependence (personal, social, and economic) with their parents (Howe & Strauss 2007)

35. Millennials at Work (cont’d) Assets: Assets: Collective actionCollective action OptimismOptimism TenacityTenacity Heroic spiritHeroic spirit MultitaskingMultitasking Techno savvyTechno savvy (Zemke, Raines, & Filipczak, 2000, p. 144)

36. Millens at Work (cont’d) Liabilities: Liabilities: Need for supervision & structureNeed for supervision & structure Inexperience, particularly with difficult peopleInexperience, particularly with difficult people Likely to be a demanding workforceLikely to be a demanding workforce Clear picture of how it should be Clear picture of how it should be Used to getting what they want Used to getting what they want (Zemke, Raines, & Filipczak, 2000, p. 144)

37. Strategies for Service Always remember that communication is often initiated and received through generational “filters” Always remember that communication is often initiated and received through generational “filters” Keep in mind preferred communication styles (individual and generational) Keep in mind preferred communication styles (individual and generational) If possible and appropriate, combine generations based on type of project and generational disposition; be flexible If possible and appropriate, combine generations based on type of project and generational disposition; be flexible Recognize that frustration may be caused by communication differences in addition to the event itself Recognize that frustration may be caused by communication differences in addition to the event itself Enjoy the variety presented to you as a service provider Enjoy the variety presented to you as a service provider

38. Bibliography Clifton, M. (2007, December 10). Tip sheet: Generation clash in the workplace? What we can learn from the young. Part I. PR News, 63(47). Retrieved 1/1/08 from http://proquest.umi.com/pqdweb?did=1396022771&sid=1&Fmt= 3&clientld=8905&RQT=309&VName=PQD. Clifton, M. (2007, December 10). Tip sheet: Generation clash in the workplace? What we can learn from the young. Part I. PR News, 63(47). Retrieved 1/1/08 from http://proquest.umi.com/pqdweb?did=1396022771&sid=1&Fmt= 3&clientld=8905&RQT=309&VName=PQD. Hazard, C. (2007, September 8). 2 generations, 1 perfect match:Young Millenials find waiting mentors in baby boomers. Knight Rider Business News. Retrieved 1/1/08 fromhttp://proquest.umi.com/pqdweb?did=1332481991&sid=2&F mt=3&clientld=8905&RQT=309&VName=PQD. Hazard, C. (2007, September 8). 2 generations, 1 perfect match:Young Millenials find waiting mentors in baby boomers. Knight Rider Business News. Retrieved 1/1/08 fromhttp://proquest.umi.com/pqdweb?did=1332481991&sid=2&F mt=3&clientld=8905&RQT=309&VName=PQD. Howe, N. & Strauss, W. (2000). Millennials rising: The next great generation. New York: Vintage Books. Howe, N. & Strauss, W. (2000). Millennials rising: The next great generation. New York: Vintage Books. Howe, N. & Strauss, W. (2007).The next 20 years: How consumer and workforce attitudes will evolve [Electronic version]. Harvard Business Review, 85(7/8), 41-52. Howe, N. & Strauss, W. (2007).The next 20 years: How consumer and workforce attitudes will evolve [Electronic version]. Harvard Business Review, 85(7/8), 41-52.

39. References (cont’d) Leuenberger, D. & Kluver, J. (2005/2006). Changing culture: Generational collision and creativity [Electronic version]. Public Manager, 34(4), 16-21. Leuenberger, D. & Kluver, J. (2005/2006). Changing culture: Generational collision and creativity [Electronic version]. Public Manager, 34(4), 16-21. Moore, A. (2007). They've never taken a swim and thought about Jaws [Electronic version]. College and University, 82(4), 41 – 48. Moore, A. (2007). They've never taken a swim and thought about Jaws [Electronic version]. College and University, 82(4), 41 – 48. Steiner, J. (2007). Six steps for guaranteeing generation y productivity [Electronic version]. SuperVision, 68(7), 6-7. Steiner, J. (2007). Six steps for guaranteeing generation y productivity [Electronic version]. SuperVision, 68(7), 6-7. Ware, J., Craft, R., & Kerschenbaum, S. (2007). Training tomorrow's workforce [Electronic version]. T + D, 61(4), 58-60. Ware, J., Craft, R., & Kerschenbaum, S. (2007). Training tomorrow's workforce [Electronic version]. T + D, 61(4), 58-60. Zemke, R., Raines, C. & Filipczal, B. (2000). Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. Chicago: Amacom. Zemke, R., Raines, C. & Filipczal, B. (2000). Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. Chicago: Amacom.

40. Your Presenter Carol Rinkoff, Ph.D. is the chair of the MBA program at Concordia University in St. Paul. Her current students are working adults, ranging from Millennials to Boomers. Carol’s professional interests include systems thinking, group dynamics, organizational culture, learning styles, generational diversity, educational technology, and research. Carol Rinkoff, Ph.D. is the chair of the MBA program at Concordia University in St. Paul. Her current students are working adults, ranging from Millennials to Boomers. Carol’s professional interests include systems thinking, group dynamics, organizational culture, learning styles, generational diversity, educational technology, and research. Contact info: Contact info: rinkoff@csp.edu 651-603-6317