The GenerationsGeneration Born Current Population

Traditionalists Prior to 1946 75 Million

Baby Boomers 1946 – 1964 80 Million

Generation X 1965 – 1979 60 Million

Millennials 1980 - 2000 80 Million

The Demographic Shift:• By 2020 – half the American workforce will be comprised of Millennials• By 2025 – 75% of the global workforce will be comprised of Millennials• Millennials are predicted to spend $2.45 trillion in 2015

Influences and TraitsGeneration Influences Traits

Traditionalist May have lived through the great depression, WWII, the Cold War, and Pearl Harbor

Patriotic; Loyal; Hard working; Wants to leave a legacy; Faith in institutions; Job-hopping viewed as disloyal

Baby Boomers Economic prosperity; Vietnam War – a time of great social change and uncertainty; Women and Civil rights movements; Sex, drugs & rock-n-roll;Known as the ‘me’ generation;Birth control pill gave women more freedom to pursue careers

Loyalty is to the team, not the organization or manager; Competitive; Workaholics; Optimistic; Identity closely aligned to their professions; Un-rest of the 1960’s gave many a sense of social responsibility as they fought ‘the establishment’

Generation X Sesame Street; MTV; Personal Computers; AIDS; Grew up in homes where both parents worked; Divorce increased; Missing children on milk cartons; Crack and cocaine; Parents felt children were the most important thing in their life

Eclectic; Resourceful; Self-reliant; Skeptical of Institutions; Adapt well; Independent; Don’t like authority figures; Perfectly happy to toil away individually

Millennials Expansion of technology and the media; Mixed economy; Children steered toward summer activities rather than jobs; Terrorism; Violence; Global climate change; Parents felt their children are the only thing in their life

Diverse; Media savvy; Cyber-literate; Realistic; Environmentally conscious; Collaborative; Many times their first job is after graduating college; Will work 60 hours a week – but want to do it on their own schedule

Personal CharacteristicsGeneration What they Value Communication Deal with Money

Traditionalist Authority;Conforming;Discipline

Rotary Phones;Memos;In person

Save it;Pay Cash

Baby Boomers Optimism; Being involved; Individuality; Health; Being youthful

Touch-tone phones; Call me anytime

Buy now and pay later

Generation X Skepticism; Honesty; Transparency; Resourcefulness; Independence

Cell phone; Don’t call me after work

Cautious; Conservative; Save it

Millennials Being real; Confidence; Being social; Integrity; Innovation; Entertainment; Efficiency

Text; Internet; E-mail;Social Media

Earn to spend

Work CharacteristicsGeneration Work Ethic Leadership Style Learning Preference

Traditionalist Hard work; Respect authority; Sacrifice; Adhere to rules

Direct; Command and control

Structured;Traditional classroom;Link learning with goals

Baby Boomers Workaholics; Efficient; Crusade causes; Personal fulfillment; Question authority

Consensual; Collegial Interactive;Group Learning through Facilitation;Need time to practice;Learning adds value

Generation X Self-reliant; Wants structure & direction; Skeptical

Everyone is the same; Challenge others;Ask why

Fluid, using technology;Learn by doing – get involved;Make learning fun

Millennials Multi-tasking; What’s next; Tenacity; Entrepreneurial; Tolerant; Goal Oriented

Collaborative Teamwork and technology;Edu-tainment;Link learning to making money

MillennialsThis generation possess an intuitive sense in understanding technology due to the environment in which they’ve grown up – capitalize on it.

They bring a much more creative and innovative approach to solving problems than any previous generation – listen to what they have to say.

They prefer learning through on-line courses and using technology to gain their information – provide them with the tools from which they will learn.

They find direct communication less necessary and prefer email or texting – so let them.

They work very well in a team environment – allow them the space to be the best they can be.

They celebrate diversity – we all should.

The following pages will offer you some guidance and insight into managing and motivating these enthusiastic, confident, innovative, multi-tasking, goal-oriented individuals…

How best to Coach, Manage and Motivate Millennials

• Provide Structure– Jobs should have fairly regular hours – but offer flexibility when possible– Goals should be clearly stated and progress should be measured and assessed– Define assignments and what success looks like– Meetings should have agendas and minutes taken for reference

• Provide Leadership and Guidance– Millennials want “in” on the whole picture – they want to know the scoop– They want to look up to you, learn from you, and receive daily feedback– Plan to spend a lot of time teaching and coaching them – they will positively respond to it– They deserve and expect your best investment of time in their success

• Encourage the Millennial’s self-assuredness, “can-do” attitude, and positive self image– They are ready to take on the world – help them– Their parents told them they can do it – and they can – so let them– Encourage, don’t squash them or contain them – if they fail, it’s okay – they will try again– Help them be the best they can be

• Take advantage of the Millennial’s comfort level with a team– Encourage them to join – they will keep you informed and have more to offer in their role– They believe a team can accomplish more with a better outcome– Mentor, coach and train the millennials not only individually but also as a team

How best to Coach, Manage and Motivate Millennials

• Listen to the Millennial– These young adults have ideas and opinions and don’t take kindly to having their thoughts ignored– Remember, they had the best listening, most child-centric audience in history – their parents

• Millennials are up for the challenge– Boring is bad!– Don’t bore them, ignore them, or trivialize their contribution– ‘What’s happening next’ is their mantra – so let them know what’s next

• Millennials are multi-taskers on a scale never seen before– This is a way of life for them– Without multi-tasking, they will be bored – and remember, boring is bad!

• Take advantage of their Electronic capabilities– Their abilities are amazing in this area – capitalize on it– Ask them to use the technology they’re used to for communicating – where you might have sent a memo, let them

text the individual. It’s what they’re most comfortable with and the communication is instantaneous

• Make the most of the Millennial’s affinity for networking– They want to network around the world electronically – let them– They are sought after employees who are loyal– They will always have opinions they want to share – hear them out

How best to Coach, Manage and Motivate Millennials

• Provide a work/life balanced workplace– Millennials are used to cramming their lives with multiple activities – encourage it– They work hard but are not into the traditional 60 hour work weeks defined by other generations– Spending time at home, with family, and with friends are priorities – and they should be– Balance and multiple activities are important to them – pay attention to their expectations

• Provide a fun, employee-centered workplace– Millennials want to enjoy their work and their workplace– They want to make friends at work– You want them to be laughing, going out with work friends and helping plan the next team event – if they aren’t you

may need to worry– Help other generational employees make time for the Millennials

Develop the workplace of your future – create a structured yet fun environment and you will be building the foundation for a superior organization.

Remember, not all Millennials may fall into these general characterizations – so be flexible in your approach – pay attention to your audience!

Learning Strategies for AthletesSuggestions to Support Attention, Engagement, and Organization of Information• Give the athlete something to “work with” (stress ball; ball to squeeze / bounce; football; pen to

play with; gum to chew; etc.) while information is being presented.• Create standing desks where athletes are able to stand while absorbing information.• Be clear about what is critical information and what is less important. Highlight / write down

materials that are essential versus materials that are supplementary.• Involve the athlete as much as possible in active learning:

– Call on the athlete (or let the athlete know that they will be called on to answer the question)– Don’t “set the athlete up” to try to catch them not paying attention; rather, let the individual

know that they will called upon to participate on “the third example.” This will get them to pay attention to the first two examples.

– Ask the athlete to present a problem– As the athlete to debrief the material

• Hand out essential notes. • Rather than asking athletes to take notes, give them the notes required. • This will allow athletes to focus on what you are saying, rather than taking notes while you are

taking.

In PresentationsSuggestions to Organize Approach to New Information• Be incredibly intentional with time:

– Outline what the time commitment will be for each information session.– Honor that time commitment:

• For example, tell the athletes that “you have three videos to watch for about fifteen minutes, then we will break for five minutes with a question for you to think about, then we will regroup to debrief for a half hour. I have notes for you for the second half: you just watch the videos. Does anyone need paper or pen for notes? Great, let’s start.”

• Offer pre-assessments and short reviews to create “study guides / review guides”– The moment a group walks into class, have a SOCRATIVE.COM room in which athletes

can engage in “essential points for today.” They won’t be able to answer many questions because they haven’t been exposed to the material, but it introduced your main concepts immediately.

– Then introduce concepts, hand out notes, practice, etc..– Use the SOCRATIVE.COM exit ticket notes to create the following day’s pre-assessment

and review assessment.

Reflect How the Athletes Learn

– As much as possible, reflect back to the group what is working and what isn’t working.

– When a non-traditional effort creates a learning moment for an athlete, highlight that, share it with them directly and (when applicable and appropriate) share it with the entire group.