Generational Differences:

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

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, 1954-65) • 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: • 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. 2002.

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

22. The Boomers • Long hair • Acid rock • Rolling Stones • Trying to look like Liz Taylor 1970 2010 • 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. http://www.eldis.org/static/DOC9390.htm

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. http://www.eldis.org/static/DOC9390.htm

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. http://www.eldis.org/static/DOC9390.htm

35. 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?

36. 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.

37. 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.

38. 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.

39. 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. 2006.

40. 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. 2006.

41. 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. 2006.

42. 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.

43. 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. 2006.

44. 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. 2006.

45. 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. 2006.

46. 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. 2006.

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

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