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 work
AV 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 think
about 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, workdriven 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 24year-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 timehonored institutions.
This 16 to 24 year old generation
doesn’t follow the values of their
parents
They 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
 Their
upgrading their technology
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
Millennials
Parent advocacy
Put children first
Soccer moms
Supervision
Strictness 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 Perspectives
Choose 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.
Clashpoints
Around Leadership
 “chain
of command” Matures
 “change of command” Boomers
 “self-command” Xers
 “Don’t command – collaborate!”
Millennials
Clashpoints around Job Changing
Matures
stigma.”
“Job changing carries a
Boomers
behind.”
Gen
“Job changes puts you
Xers “Job changing is
necessary.”
Millennials
“Job changing is part
of my daily routine.”
Clashpoints on Feedback:
“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.”

Matures
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.