1. Generational Differences:
____________________________________
Advising / Managing Across Generations
Presented by: Melanie Woodard McGee

2. Objectives Enhance understanding of the differences across generations
Increase awareness of sources of generational conflict
Improve effectiveness in advising / managing across generations

3. Four Generations at a Glance*
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, )
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

4. Generation Quiz How well do you know the generations?
Circle answer you believe is correct.
We will discuss answers at end of presentation.

5. Defining Generations Old Proverb: Not a matter of Stereotyping people
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!

6. U.S. Population Today

7. Four Generations in the Workplace
Veterans
Baby Boomers
Generation X
Generation Y
10% and Decreasing Rapidly
45% and Decreasing Slowly
30% and Increasing Slowly
15% and Increasing Rapidly

8. Defining Events: Veterans
Great Depression
World War II
Pearl Harbor
D-Day
Rationing
Atomic Bomb
FDR Administration
New Deal
Radio

9. Tendencies: Veterans Hard working Family focused Churchgoers
Respectful
Patriotic, national pride
Believe in duty before pleasure
Adhere to rules
Patience
Believe in dedication and sacrifice

10. Defining Events: Boomers
Cold War
Civil Rights Movement
Space Program
Assassinations: JFK & RFK, MLK
Vietnam War
Watergate
Sexual Revolution
Women’s Liberation

11. Tendencies: 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

12. Defining Events: Generation X
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

13. Tendencies: 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

14. Defining Events: Generation Y
Oklahoma Bombing
School violence (Columbine)
Clinton/Lewinsky
9/11
Internet availability
Overscheduled
High parental divorce rate
Two working parents
Cell phones standard
Exposure to sex, violence at early age
Obesity epidemic
Diabetes epidemic
“Ritalin Generation”

15. Tendencies: Generation Y
Patriotic
Introspective
Skeptical
Masters of technology
Media-vores
Open to diverse perspectives
Acceptance of multi-culturalism
Innovative
Dependent
Self-confident
Socially conscious
Family is priority
Sociable/Inclusive
Image driven
Overly medicated

16. 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 gaps
Source: When Generations Collide. Lynne C. Lancaster & David Stillman. Harper Collins

17. Group Discussion
What band or solo artist best defines your generation?
What song best defines your generation?

18. Thought Questions
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?

19. Generational Repetition
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.

20. Common Generational Theory
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.)

21. Boomers Rule in the workplace!...for now
In other words…
Boomers Rule in the workplace!...for now

22. The Boomers 1970 2010 Long hair Acid rock Rolling Stones
Trying to look like Liz Taylor
Longing for hair
Acid reflux
Kidney stones
Trying NOT to look like Liz Taylor

23. Growing up Boomer

24. Growing up Boomer

25. Growing up Boomer

26. 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.

27. Though Boomers may Rule…
Managers/Advisors must learn to:
See the world through the lens of younger workers/students
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.

28. Work Style: Veterans Conformity, blending, unity – We first
Team players
Strong commitment to work
See work as an obligation
Dependable
Hard workers
Age = Seniority

29. Work Style: Boomers Service-oriented Driven Good team players
Willing to go extra mile
Want to please
Good at relationships
Uncomfortable with conflict
Not budget minded

30. Attitudes/Expectations
of Professionals
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
Source: “Long-term global demographic trends: reshaping the geopolitical landscape.” Central Intelligence Agency (CIA), 2001.

31. Work Style: Generation X
Want to know why
Know there are no guarantees
See multiple perspectives
Results-oriented
Independent
Want flexibility
Multi-taskers
Creative

32. Attitudes/Expectations
of Professionals
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
Source: “Long-term global demographic trends: reshaping the geopolitical landscape.” Central Intelligence Agency (CIA), 2001.

33. 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
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

34. Attitudes/Expectations
of Professionals
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
Source: “Long-term global demographic trends: reshaping the geopolitical landscape.” Central Intelligence Agency (CIA), 2001.

35. Attitudes of Gen Y
Gen Y’s are ambitious, energetic, hungry for stimuli – and possess the overwhelming desire to stay put in one company for as long as possible.
Striking contrast to late ’90s when young people moved from company to company in search of new skills, contacts and experiences
Majority expect to hold more jobs over course of career than they would prefer
Would like to be loyal if employer was loyal to them, but know business is no longer set up that way
Noticeable gap exists between what skills students and employers believe are needed to succeed at work
Students gave lowest marks to mathematics, speaking foreign language, public speaking, selling things or ideas, writing and editing…skills needed in increasingly global business world
Students ranked highly habits such as working patiently/diligently, working independently, multi-tasking, and developing personal connections.
Source: “Work Place Flexibility – The Next Frontier.” Billy E. Johnson. Deloitte Services LP. May 11, 2005.

36. Thought Questions 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?

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

38. Don’t Advise Them, Guide Them
Guiding 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.

39. Don’t Advise Them, Guide 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.

40. 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

41. Narrowing the Generation Gaps
Accept your “mutual rightness.”
With few exceptions, each of us is RIGHT
Acknowledge your interdependency.
We need coworkers who think/act differently
Appreciate what you have in common
Focus on what binds you, not what divides you
Assume responsibility for making your relationships better.
We rarely choose who we work with, always choose how we deal with them
Adopt “The Platinum Rule”…
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

42. 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 treated
We refer to this as “The Platinum Rule”
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

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

44. If it were not for VETERANS…
…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.
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

45. If it were not for BOOMERS…
…we wouldn’t have hard-working folks who don’t go by the clock.
Nor the chance to pick the brains of those
who’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.
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

46. If it were not for GEN X-ers…
…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.
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

47. If it were not for GEN Y-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.
Source: Generations Working Together. Laura E. Bernstein. Vision Point Productions & WALK THE TALK

48. So, how well do you know your generations?

49. Wrapping it Up!
How will this information impact the way that you approach your role as an advisor and/or manager, beginning tomorrow?