Connecting Generations

“If the different generations are to thrive--not just survive--we need

translators and interpreters rather than declarations of war.”

The ability to relate to all generations is one of today’s essential leadership skills

Today’s most effective organizations don’t just tolerate

diversity, they seek it out.Differences become miraculous when

we appreciate and utilize them

When we look at a generation, we look at similarities

Shaped by our times

Examine the commonalities among vast numbers of people.

Delve into the common forces that affected millions of people at once.

Explore the mainstream messages. Look at programming.

Shaped by our times

From the moment of birth, we are programmed.

Coded with data about what’s right and wrong, good and bad, stylish and geeky.

We begin a series of programming experiences that create filters through which we see the world.

Shaped by our times

A generation is a group of people who are programmed at about the same time.

What makes each generation unique is the programming experiences they shared during their formative years.

Shaped by our times

During any given era, the media bombards children with consistent and compelling messages.

It is their shared experiences that unite them as a generation.

What binds them is the mainstream culture of the time that formed them.

Cohorts

Refers to people born in the same general time span who share key life experiences.

… setting out for school for the first time together.

Reaching puberty at the same time. Entering the workforce or university or

marriage or middle age at the same time.

Cohorts

Most of us think of ourselves as individuals and underestimate how much we have in common with our cohort.

A generational cohort is a product of its times and tastes.

People tend to resemble their times more than they resemble their parents.

Cohorts

Their first headlines to inspire, horrify or thrill do much to shape the character of a generation.

The music The heros The passions Their common history

Generational commonalties cut across racial, ethnic, and

economic differences

Generalizations and Stereotypes

Generalizations are valuable when examining how generations collide and collaborate.

Generalizations are flexible. Stereotypes are inflexible and applied to all

members of a group. It is very different to say, “Some Gen Xers are

cynical,” than to say, “Gen Xers are cynical.

Caution: Stereotypes at workAV woman at hotel

Expecting Tech savvy Xer

Support-hose, corrective shoes older women

Are you running MPEG video off your laptop?

Exceptions To the Rule

Remember the bell curve from college!

To be successful, our organizations must harness the

energies of every person regardless of age

It can only be accomplished if we build a bridge between the

generations to help them more effectively collaborate and

communicate

Veteran teachers think young teachers lack initiative and

common sense.

Young teachers think older teachers are stuck in their ways.

Young teachers depend on technology

Older teachers depend on their experience

And so it goes…

American’s born since 1940 do not want to follow in the footsteps of their elders

People blame it on immaturity, but the reality seems to lie more

in perspective

The most significant changes in perspective are the ways older and younger generations thinkabout time, technology, and

loyalty

The Sounds of Conflict

“They have no work ethic. They’re just a bunch of slackers.”

“So I told my principal, If you’re looking for loyalty, buy a dog.”

The Sounds of Conflict

“I have a new rule. I will not attend meetings that start after 4 p.m., I have a life.

“He asks me. “Do you have an e-mail address? I felt like telling him, ‘since you were in diapers, buddy!”

“If I hear ‘We tried that in ‘87 one more time, I’ll hurl in his wrinkly, old face.”

What is different is that the new generation gap

is a four-way divide

Four Generations

The four generations of today’s workplace cover nearly

seventy birth years.

Generational Breakdown Matures Born before 1940 75 million

Approximately 10% of workforce

Baby Boomers 1940 – 1960 80 million Approximately 45% of workforce

Generation X 1960 –1980 45 million Approximately 45% of workforce

Millennials Born after 1980 76 million Now emerging into the workforce

The Matures, born before 1940

Were children of the Great Depression and World War II.

They lived through the Korean War God, family, and country. Respect for authority, loyalty, hard work, and

dedication. “heads down, onward and upward”

The Matures

The Dole/Bush/Kennedy/Carter generation Tom Brokaw called them “Greatest

Generation” Rosie the Riveter and “don’t sit under the

apple tree with anyone but me.” Came of age before and during WWII Last of the gray flannel suits.

The Matures

Think American Values, civic pride, loyalty, respect for authority, and apple pie.

… attend more symphonies than rock concerts.

…watch more plays than play in softball games.

…eat more steak than tofu.

You know you are a Mature if…

You remember how to entertain yourself when there’s no TV

You remember black and white TV You mowed a yard with a push mower. You listened to Ricky Nelson on the radio. You remember doing ballroom dancing

instead of watching it on TV.

People matures remember…

Joe DiMaggio John Wayne Benny Goodman John Glenn and Neil Armstrong Cassius Clay Jackie Robinson

Typical mature comments

“I don’t need help crossing the street, remembering numbers, or finding the conference room.”

“I can do more than share stories about the good old days. I can help shape the future.”

“Don’t hesitate to check ALL my refernces from past employers. PLEASE do check so you know what I bring to the table.”

Key Word

Loyalty

The Baby Boomers, born between 1940 and 1960,

… grew up during a time of great economic growth and prosperity.

Their lives were influenced by the civil rights movement

women's liberation the space program and the Vietnam War.

The Baby Boomers

Place a high value on youth. …health and wellness, … personal gratification, and material wealth. Baby Boomers are optimistic and believe

their generation changed the world.

Boomers

They live to work.

Maintain a sense of optimism.

Are willing to go into debt, betting on future income.

They are team-oriented, sensitive to feedback, and driven.

Boomers

…are graying and looking forward to slowing down and enjoying their retirement years.

…they define the generational world as “pre-us,” “us,” and “post-us”

They have never met a problem they couldn’t bluff, or blunder through and then pronounce themselves master of…and write a book about it.

Boomers

This is the group that invented “Thank God, its Monday!

And the sixty-hour workweek. Stay tuned, they will define old and cool and

important and success a half dozen or more times before they are done with the world they’ve sworn to make over in their own Sharper Image.

Boomers

Many boomers are locked into paying for children in college and parents in nursing homes…”the sandwich generation”.

Typical boomer comments

“I don’t say “far out” anymore. But I still want to reach out to fulfill my career dreams.”

Keep me interested or I’ll leave and start my own company- I have expertise to be your competitor.”

“I paid my dues along the way.”

You know you’re a boomer if…

You knew who Elvis was before he wore sequins.

Your favorite toy was a hula hoop. You used a typewriter to write your term

papers. You saw every episode of Leave it to

Beaver

Names Boomers recognize

Martin Luther king JFK John Glenn The Beatles Bobby Kennedy Kent State University

Key Word

Optimistic

Generation Xers, born between 1960 and 1980

Independent, resilient and adaptable. But feel strongly that they don’t want anyone

looking over their shoulder Saw their parents get laid off or face job insecurity

and lose pensions.

Gen X

They are a product of self-centered, work-driven Baby Boomer parents.

They grew up with: Watergate, the Brady Bunch, Izod,

microwaves, ET, Sesame Street, VCRs, MTV, and Cabbage Patch Kids,

Divorce and their working moms created latchkey kids.

Gen Xers,

The first generation to embrace the personal computer and the Internet.

They welcome diversity, believe in balance in their lives. Key Words are Freedom, flexibility,

and balance.

Gen X

are self-reliant, value free time, learning, and having fun.

The Xers want freedom in all aspects of their lives.

They want what they want NOW! They communicate by e-mail and via the

internet. They want short-term opportunities that

allow them to act independently,

and with a flexible timeline.

The needs and values of Gen X

They use meetings as a learning opportunity, rather than as a social event.

Today’s young leaders act first and evaluate later

This rapid response decision-making is a characteristic of today’s younger people.

Their need for feedback and flexibility, coupled with their hatred of close supervision, is

but one of the issues they present to employers

They are personally adept and comfortable with change; after

all, they’ve changed cities, homes, and parents all their lives.

Xers are very clear about the meaning of the word “balance” in

their lives.They work to live,

not live to work.

Money is good but control of your time is the primary goal.

Money to Gen X means gaining freedom or access to freedom

Technology has always been a friend…they thought computer games were cool because their

parents couldn’t play them.

In the world of technology, the Xers were the only ones who

knew how to operate it.

Family happiness and a balance between work and life are on the

top of the list for Xers

They are not loyal to their company they work for, they are

loyal to their bosses.

Often Gen Xers will approach their careers with the attitude

“I’m just going to keep changing jobs until I get the title and the

pay I want.

…the average Xer leaves their job every 1.3 years

The good news is that if you can keep them on the job for four years, their turnover numbers

drop dramatically.

As long as they are involved and learning and contributing, they’ll

stay.

Gen Xers are looking for an employer who is interested in them, cares about them, and wants to get to know them.

But knowing and being interested in your employees is different

from being their friend.

Gen Xers don’t want to be bossed, and they don’t need more

friends--they want to be led.

Gen Xers believe they deserve input into what is happening

around them.

Gen Xers are cynical about meetings and view them largely

as a waste of time.

They don’t care for teams

Make teams fun, rotate leadership, and change meeting locations and

times

They value learning, enjoy learning, and are good at learning

and they like teaching themselves.

To keep them engaged, the workplace must become a place

to fulfill their desire to learn continuously.

They regard expanding their skill bases as the key to creating

futures for themselves.

Gen Xers lose interest when the opportunity to grow and learn is

not available.

One key issue with recruiting Gen Xers is that there aren’t

many of them, and they know it.

…”If you have a Gen Xer and you don’t like him, just give him

a copy of the Manual of Procedure. Just don’t get

between him and the door.”

Typical Xer Comments

“ I have a family life…so sue me.” It’s hard to manage people over 40 because

they want to tell me what to do and how to do it.”

There’s no reason I have to suffer in a suit and high heels all day just to look like someone’s idea of a professional.”

Typical Xer Comments

“Don’t tell me one more time that you have underwear older than me.”

“I’m tired of fixing the problems Boomers caused…and if I have to do that, let me do it my way!”

“As far as I know we’ve always had TVs and been able to go to the moon.”

You know you’re an Xer if…

You remember the Atari. One of your favorite movies was ET Road trips with the family meant riding

backwards in the station wagon. You can’t remember not having a

microwave. You typed term papers on a word processor.

Names Gen Xers Recognize

Bill Clinton Al Bundy Beavis and Butthead Dennis Rodman Former Soviet Union Lockerbie, Scotland

Key word

Skepticism

Look on the front lines of your business. Standing between you and

your profits are those talented, sometimes weird-looking, sometimes impossible-to-understand, 16- to 24-

year-olds. And if you're not connecting with them, they are not connecting with your customers. In short, your front line

is the key to your bottom line.

The Millennials have landed! Now millions of post-Generation

Xers are rapidly entering the workforce-and-society-with a

whole new set of attitudes,values,and beliefs.

Although they are better educated, more techno-savvy,

and quicker to adapt than those who have come before them, they

refuse to blindly conform to traditional standards and time-

honored institutions.

This 16 to 24 year old generation doesn’t follow the values of their

parentsThey question everything; that’s how

they grew up!

Once employers talk values and give them meaningful roles in the

company, they will engage Millennial workers

Millennials

Call this group 3.5.1, the newest version Among the smartest, cleverest, healthiest,

most-wanted people to have ever walked the face of the earth.

Their parents see themselves as devoted parents sacrificing to bring this new generation to adulthood

Millennials

Think soccer moms and little league dads and nonstop rounds of classes.

They’re an optimistic bunch, and what their parents think is important to them.

They they think their parents are cool.

Millennials

Increasingly Diverse--color blind Need to enjoy where they are

working… Training needs to be interactive Focused on improving themselves Recognition is very important

Most important to Millennials

Quality friendships Feeling they can make a

contribution Feeling of safety

Millennials

Mostly planned children Born to parents who wanted to

conceive Born into small families Special and Wanted.

When I talk about Millennials

I am talking about people who live in the moment.

They rely on the immediacy of technology.

They demonstrate respect only after they are shown respect.

Millennials

They are extremely conscious of the environment.

89% use e-mail 80% have internet access. They will spend a third of their lives on

the internet.

Millennials

To them every household has a computer, CD player, DVD, and video games.

They use e-mail to talk to “older people” and text messaging to talk to friends.

Raised by parents who want to be their friends

Focus on “quality time” Parents “obsessed” with their children “Times outs” with spankings viewed as

abuse “Not a good choice” The “teachable moment” exists to correct

Parenting

In sports, every child is a winner Children excelled in school or were “special

learners” Parents tell their child to “go out and find

a good job that makes you happy”

They are the first entirely technologically savvy generation

to enter the workplace

The Entitlement Mindset

Entitled to cutting-edge technology Entitled to a conflict-free workplace Entitled to constant feedback Entitled to a high salary

Of the three older generations, the one with which they feel the

most affinity is the Matures

You know that you are a Millennial if…

You typed your term paper on a computer. You always had voice mail. You grew up on play Station or Nintendo. You always had cable TV and remote

control. You make your popcorn in the microwave. You’ve considered piercing something

besides your ear.

Typical Millennial Comments

“So I have a pierced tongue…what does that have to do with my IQ?

“I’d like a mentor, not another mother or father.”

Names Millennials Remember

Price William MySpace.com Britney Spears Survivor Columbia Space Shuttle 9/11 disaster

Key Word

Realistic

Both Gen Xers and Millennials are the “connected generations”

Two generations of

“always on” people

What links them as the connected generation is their attitude toward

technology.

The Connected Generation

Constantly upgrading their technology

Their technology lets them complete their jobs and get back to what’s really important…their lives.

They both measure an effective work ethic by whether they get their jobs done on time, not by how many hours they work each

week.

“If I get my work done on time and to my bosses satisfaction, I

should be able to leave.”

“Are you paying me to be here or are you paying me to get the job

done?”

Both will cite productivity, not time spent working, as the

measurement for the work done.

Gen Xers say “Get a life.” Millennials say “I have a life.”

Work comes second

New Rules for both Xers and Millennials

Give instant feedback and recognition Don’t assume anything

– If you want me to do something, tell me. Use clear straightforward language

– Not “You might want to consider.”– They hear that as a suggestion not an order.

Generations

Outlook

– Matures Practical

– Boomer Optimistic

– Xer Skeptical

– Millennial Hopeful

Generations

Work Ethic

– Matures Dedicated

– Boomer Driven

– Xer Balanced

– Millennial Ambitious

Generations

View of Authority

– Matures Respectful

– Boomer Love/Hate

– Xer Unimpressed

– Millennial Relaxed, Polite

Generations

Leadership by

– Matures Hierarchy

– Boomer Consensus

– Xer Competence

– Millennial Achievers

Generations

Relationships

– Matures Personal Sacrifice

– Boomer Personal Gratification

– Xer Reluctant to commit

– Millennial Loyal

Generations

Perspective

– Matures Civic

– Boomer Team

– Xer Self

– Millennial Civic

Messages that Shaped Generations

Matures

– Make do or do with out

– Stay in line

– Sacrifice

– Be heroic– Consider the common good

Messages that Shaped Generations

Boomer

– Be anything you want to be

– Change the world

– Work well with others

– Live up to expectations

– Duck and cover

Messages that Shaped Generations

Gen X

– Don’t count on it

– Remember-heroes-aren’t

– Get Real

– Survive--Stayin’ Alive

– Ask “why?”

Messages that Shaped Generations

Millennials

Be Smart--you are special

Leave no one behind

Connect 24/7

Achieve Now!

Serve your community

How Parenting Differed

Matures

Discipline

Schedules

Conformity

Strict obedience

“Spare the Rod and Spoil the Child”

How Parenting Differed

Boomers

Dr. Spock

Throw away the schedule

Love and nuture, pamper and cherish

Stay-at-home moms

How Parenting Differed

Xers

Parenting by proxy

Working moms

Latchkey children

Soaring divorce rates

Autonomy and independence

How Parenting Differed

MillennialsParent advocacyPut children firstSoccer momsSupervisionStrictness on drugs, drinking, and driving

Adapting Your Style

We’ve all had experences when we really connected with someone.

And we all had a disconnect with someone. These disconnects can happen when people

are from different generations.

Adapting Your Style

Communication experts tell us that it’s a matter of rapport.

Establishing rapport is based on the principle that people connect with people who are like them.

Think…Law of Magnetism

The Golden Rule

The Golden Rule--do unto others as you would have them do unto you.

This works incredibly well when people are carbon copies of each other.

It assumes everyone sees the world as you do and is motivated just as you are

This can cause a disconnect when the person is different from you.

The Titanium Rule

Author Clare Raines suggests a new Rule… Do unto others, keeping their preferences in

mind. When we recognize someone’s preferences, we

honor them. By adapting our style for other generations, we

slip into a different frame of reference. We become more flexible.

Managing generational diversity requires diplomacy

It requires understanding the generations, and the dynamics between them.

Principles for Mixing Generations Successfully

1. Initiate conversations about generations.– Their generations– Their programmed messages – Other generations– Stereotypes– Expectations

Principles for Mixing Generations Successfully

2. Offer Options

– It is no longer a “one size fits all” world.Example…coffee yesterday

– Today we expect options…Starbucks today

Principles for Mixing Generations Successfully

3. Build on strengths

– Recognize the unique strengths of each individual.

– People are urged to become more of who they already are.

Principles for Mixing Generations Successfully

4. Pursue Different PerspectivesChoose people with varied backgrounds and perspectives.

– Recognize where you are missing diversity.

– Recruit people who are not carbon copies of you.

Conflicts between generations are largely due to differing

perspectives on work ethic and work-life balance

ClashPoints

The collisions that arise when two generations bump headlong

into each other.

ClashpointsAround Leadership

“chain of command” Matures

“change of command” Boomers

“self-command” Xers “Don’t command –

collaborate!” Millennials

Clashpoints around Job Changing

Matures “Job changing carries a stigma.”

Boomers “Job changes puts you behind.”

Gen Xers “Job changing is necessary.”

Millennials “Job changing is part of my daily routine.”

Clashpoints on Feedback:

Matures“No news is good news.” Boomers“Feedback once a year,

with lots of documentation!” Gen Xers“Sorry to interrupt, but

how am I doing?” Millennials “Feedback whenever I

want it at the push of a button.”

Clashpoints & Career Goals:

Matures “Build a legacy.” Boomers “Build a strong

career.” Gen X “Build a portable

career.” Millennials “Build a parallel

career.”

Clashpoints around Rewards:

Matures“The satisfaction of a job well done.”

Boomers “Money, title, recognition, the corner office.”

Gen Xers “Freedom is the ultimate reward.”

Millennials “Work that has meaning for me.”

Clashpoints around Conflict:

Matures “Avoid Conflict with a supervisor.”

Boomers “Let’s bring the team together and we’ll resolve this.”

Gen Xers “tell their coworkers in a straightforward way if they disagree.”

Millennials…Avoid “in your face” conflicts.

Clashpoints around Training

Matures- They arrive early & preview materials…Get coffee half hour early

Boomers- Want social time before training starts

Xers- Do not waste time with “feel good” activities

Millennials- Need to capture and keep their attention

Tom Peters was quoted as saying,

“If your top management isn’t spending at least a half day once

a month sitting down with someone twenty-five years old or younger, then they are blowing

it.