1. Leadership—Facing the Challenge of Diversity and Generational Differences
This will be a very abbreviated overview of generational differences. The slant we want you to consider as we go through the slides, is how can we use this information to enhance our membership

2. Generational Differences
Traditionalists: Born
Baby Boomers: Born
Gen Xers: Born
Millennials: Born
Generations are generally placed in four (4) categories: Traditionalists, Baby Boomers, Gen Xers, and Millennials. Each has been influenced by major historical events such as World War II for the Traditionalists, the landing of the first man on the moon for the Baby Boomers, the introduction and dominance of the internet for Gen Xers, and for the Millennials, it is the events and aftermath of 9-11.

3. Traditionalists Values and Characteristics Privacy Hard work
Family is traditional, nuclear
Formality
Respect authority
Formal memo
Believe in law and order
Rotary phone
Material possessions
Education is a dream
I won’t read these to you, you can certainly do that yourselves. But I will highlight a few and supplement with other information.
Looking at the Traditionalists, note that the family is a nuclear unit in their lives. Moms were stay at home moms. If Traditionalists want to communicate with someone, it will most likely be a formal memo or note. They used rotary phones and to the Traditionalist, education is a dream.
Other values include hard work, privacy, trust, a respect for authority, loyalty to institutions, they follow the rules, believe in law and order, and the acquisition of material possessions is important to them. In their lives, they listened to the radio; to them “high tech” was a slide rule and a blackberry was a fruit.
How can we build on their strengths? Acknowledge and ask about their experiences. Let them know they are the historians of change. Be explicit about how they’ve made a difference. They take satisfaction in a job well done and their experience should be respected.

4. Baby Boomers Values and Characteristics Competition Change Workoholics
Family is disintegrating
Personal gratification
Teamwork
In person communication
Involvement
Live to work
Touch tone phone
Independence
Education is a birthright
Family in the Baby Boomers generation is starting to disintegrate. Many moms stayed home but more and more wanted to or had to work outside the home. This generation might not use a formal memo to communicate. Rather they prefer to do so in person. The touch tone phone was introduced and became commonplace to this group. They believed education is a birthright.
Like Traditionalists, this generation lives to work. They value competition and change. This group is more prone to teamwork than their predecessors. They believe in inclusion, involvement, and personal gratification. They have an optimistic view of life and value independence. Their first experience with TV sets might have been at a neighbor’s. There were three channels with limited programming. Calculators were introduced as the newest technology. Other historical events that influenced this generation included Viet Nam, the Civil Rights movement, Cuban Missile Crisis, the assassination of President Kennedy, Kent State, Woodstock, and Watergate.
This generation can be workoholics so they need to be monitored for over commitment. They are often looking for changes to move up the “career ladder.” Offering them opportunities to be involved is valued. Since this generation tends to be process oriented, they may need guidance to keep an eye on desired results. Feedback is not necessarily appreciated rather recognition is more important.

5. Gen Xers Values and Characteristics Entrepreneurial spirit
Global thinking
Family: latch key kids
Self reliance
Informality
Creativity
Feedback
Work to live
Direct, immediate communication
Cell phones
Education is a way to get there
The family continued to change for Gen Xers and this is a generation of “latch-key kids.” They prefer direct, immediate communication. Cell phones are the norm not the exception to Gen Xers and to them, education is a way to get there.
Gen Xers have an entrepreneurial spirit and are global thinkers. They are much more informal than previous generations. This is a generation that works to live. They are self reliant, creative, and like to have fun. Their job is a means to these ends. They balance their personal and professional lives rather than letting one overtake the other.
Feedback is important to Gen Xers. If you don’t give it, they are liable to ask for it: “Excuse me, how am I doing?” Think about it, this is a generation that grew up playing video games for recreation and using interactive programs in their classrooms, developing in them the pattern of receiving instant feedback. Let them know they are on the right track and give them space to work as independently as possible.
Gen Xers prefer action to talk so have them “do” rather than listen and watch. Their technology skills should be utilized to enhance the Chapter or Area. Because they value relationships over organizations, they will appreciate personal power more than position. Applaud their productivity and results but do not try to micro-manage them.

6. Millennials Values and Characteristics Autonomy Confidence
Positive outlook
Diversity
Technology
Merged families
Picture phones
Work to live
Multi-tasking
, voice mail to communicate
Education is an incredible expense
And finally the Millennials…they are products of merged families. They use picture phones, prefer to use or voice mail to communicate and see education as an incredible expense. Like the Gen Xers, the Millennials work to live but tend to spend, spend, spend where the Gen Xers tend to save more.
Millennials value time with their families. They are confident, have a positive view of life, are comfortable with diversity, and to them technology is an integral part of life. They’ve never known life without technology. They like a “fun” work environment---think how the Google corporation works. This is a group that understand they can multi-task. They like feedback and in fact, will view silence as disapproval.
Other events that have influenced their outlooks include the Oklahoma City bombing, the Gulf War, Operation Desert Storm, Columbine, and wars in Iraq, Iran, and Afghanistan. The downsizing of corporations and outsourcing are commonplace to them.
To Millennials in any organization, it is important to let them know they are valued and are the future. Understand their preference to multi-task and use it to your advantage. Encourage the use of cutting edge technology with this group. Communicate with and web pages. Use humor and make things fun!

7. Let’s Look More at… Gen Xers & Millennials
GXer’s raised with a “hands-off” parenting style; took care of themselves at a younger age. M’s raised with an “attachment” parenting style; kids encouraged to work closely with adults
GXer’s came of age knowing they were on their own; M’s have grown up expecting to be sheltered by adults and institutions.
Both like to contribute to social and ethical causes
Since we need to look to the Gen Xers and Millennials for our future, let’s focus a bit more on them.
Think about the parenting styles for these groups. Remember the Gen Xers are the “latch key kids.” Parenting with them was more hands-off so they became more independent. On the other hand, many Millennials are the result of the “helicopter” parents, ones who hover and intervene for their children. As a result, Millennials tend to enjoy working closely with adults.
Both groups like to contribute to social and ethical causes and like to be associated with organizations that do so. They are more likely to stay in a job if they value the social causes a company supports. Not valuing them might be a reason for them to leave a company in favor of one that does support causes they value.

8. Let’s Look More at… Gen Xers & Millennials
Both like to work with state of the art technology but for different reasons
Gxers value its capacity to empower them as individuals and to create streamlined efficiency
M’s are team oriented and value the way technology can help them stay constantly connected and collaborate to accomplish more
Both do not believe an organization needs a “mission” to be worth working for; a more pragmatic, outcomes- oriented message typically works better for these groups.
As mentioned before, technology for both these groups is integral and natural. The Millennials especially have no concept what life was like prior to technology. Those three channels the Baby Boomers knew? These generations know literally hundreds of channels and “on demand” means they see what they want, when they want. But the groups view technology slightly differently. Since Gen Xers are the independent ones, they value the ability of technology to empower them as individuals. Remember that Millennials are team oriented, so they value how technology helps them stay constantly connected.
Interestingly, both groups do not value a “mission” statement for an organization. Remember how most of us worked and worked on mission statements for our districts, schools, Chapters, whatever? Sometimes we labored over one word! These groups are more pragmatic—they prefer an outcomes based message.

9. Activity
Using the information about the generational differences, discuss:
How have you or your Chapter addressed the issue of generational differences?
How could you or your Chapter use the information about generational differences?
How can we plant the seeds to change the way we approach potential members who are Gen Xers or Millennials?
Given this brief overview and the information provided, try this activity. Break into groups and discuss the questions. You will have 15 minutes. Then we will come together as a group and share.
OPTIONAL: Chart the things members share. These ideas can be used as follow-up at future meetings or by the Chapter’s Membership Committee.

10. End with a Chuckle!
It’s always good to end with a laugh! So here’s one for you.
If you are interested in exploring this topic more, you might enjoy doing a Google search for “Beloit College Mindset List.” This is a list published each year by professors at Beloit College in Wisconsin, that lists how the entering freshmen class have experienced the world. The purpose is to provide instructors a frame of reference to be more relative when using references, analogies, and examples with their students. It is fascinating to read these lists---guaranteed!