generations: when we “bloom where we’re planted,” who is in the garden with us? memo 2008...

Generations:Generations:

When We When We “Bloom Where We’re Planted,” “Bloom Where We’re Planted,” Who Is In the Garden with Us?Who Is In the Garden with Us?

MEMO

2008 Summer Leadership Conference

July 20 - 22, 2008

4 Current Generations4 Current Generations

• VeteransVeterans

• BoomersBoomers

• Gen XersGen Xers

• MillennialsMillennials(Howe & Strauss, 2007; Zemke, Raines, Filipczak, 2000)(Howe & Strauss, 2007; Zemke, Raines, Filipczak, 2000)

VeteransVeterans

Birth Years: 1925 - 1942 Birth Years: 1925 - 1942 66 – 83 years old66 – 83 years old TraditionalistsTraditionalists GIs MatureGIs Mature WWII GenerationWWII Generation The Silent GenerationThe Silent Generation SeniorsSeniors

BoomersBoomers

Birth Years: 1943 – 1960 Birth Years: 1943 – 1960 48 – 65 years old48 – 65 years old Baby BoomersBaby Boomers

Gen XersGen Xers

Birth Years: 1961 – 1981 Birth Years: 1961 – 1981 27 – 47 years old27 – 47 years old Baby BustersBaby Busters Post BoomersPost Boomers Generation X Generation X

MillennialsMillennials

Birth Years: 1982 – 2005 Birth Years: 1982 – 2005 3 – 26 years old3 – 26 years old Generation YGeneration Y Nintendo Generation Nintendo Generation Generation NetGeneration Net Internet GenerationInternet Generation NextersNexters MillensMillens

Generational TheoryGenerational Theory Tracked back from Puritan AmericaTracked back from Puritan America Each generation marked by its own Each generation marked by its own

"biography" (p. 41)"biography" (p. 41)• series of events and/or trends series of events and/or trends • around which they develop common beliefs around which they develop common beliefs

and behaviorsand behaviors Replaces the generation departingReplaces the generation departing

(Moore, 2007)(Moore, 2007)

Generations follow observable patterns, Generations follow observable patterns, are easier to see in 20/20 hindsightare easier to see in 20/20 hindsight

(Howe & Strauss, 2007)(Howe & Strauss, 2007)

Artists [Veteran]Artists [Veteran]

Born during great war or crisisBorn during great war or crisis A time when worldly perils boil off the A time when worldly perils boil off the

complexity of life, importantcomplexity of life, important Public consensus, aggressive institutions, Public consensus, aggressive institutions,

personal sacrificepersonal sacrifice Endowments: pluralism, expertise, due Endowments: pluralism, expertise, due

processprocess


Prophets [Boomer]Prophets [Boomer]

Born after great war or crisisBorn after great war or crisis During a time of rejuvenated family lifeDuring a time of rejuvenated family life Consensus around societal orderConsensus around societal order ““Young crusaders of a spiritual awakening" Young crusaders of a spiritual awakening"

(p.45) (p.45) Endowments: vision, values, and religionEndowments: vision, values, and religion


Nomads [Gen X]Nomads [Gen X]

Born during cultural renewalBorn during cultural renewal Time of social ideals and spiritual agendasTime of social ideals and spiritual agendas Youth-fired attacks on establishmentYouth-fired attacks on establishment Grow up as underprotected, alienated Grow up as underprotected, alienated

young adultsyoung adults Endowments: liberty, survival, and honorEndowments: liberty, survival, and honor


Heroes [Millennial]Heroes [Millennial]

Born after the spiritual awakeningBorn after the spiritual awakening Time of individualism, pragmatism, self-Time of individualism, pragmatism, self-

reliancereliance Increasingly protected children, come of Increasingly protected children, come of

age as valiant young workers of crisisage as valiant young workers of crisis Endowments: community, affluence, and Endowments: community, affluence, and

technologytechnology(Howe & Strauss, 2007)(Howe & Strauss, 2007)

Generational TrendsGenerational Trends

Number of creative individuals rises Number of creative individuals rises prior to periods of social, economic, prior to periods of social, economic, and political change & innovationand political change & innovation

Veterans 13.9% (1930)Veterans 13.9% (1930) Boomers 16.6% (1950)Boomers 16.6% (1950) Gen X 18.7% (1980)Gen X 18.7% (1980) Millennials 30.1% (1999)Millennials 30.1% (1999)

(Leunberger & Kluver, 2005/2006)(Leunberger & Kluver, 2005/2006)

Defining Events / Trends: Defining Events / Trends: VeteransVeterans

PatriotismPatriotism FamiliesFamilies Great DepressionGreat Depression Social Security System establishedSocial Security System established Pearl HarborPearl Harbor WWIIWWII New DealNew Deal Koren WarKoren War Golden Age of RadioGolden Age of Radio Silver screenSilver screen Rise of labor unionsRise of labor unions

Defining Events / Trends: Defining Events / Trends: BoomersBoomers

ProsperityProsperity Children in spotlightChildren in spotlight TelevisionTelevision SuburbiaSuburbia AssassinationsAssassinations Nuclear power plantsNuclear power plants VietnamVietnam Civil Rights movementCivil Rights movement Cold WarCold War Women's libWomen's lib Space raceSpace race Kent StateKent State

Defining Events / Trends: Defining Events / Trends: Gen XersGen Xers

WatergateWatergate Nixon resignationNixon resignation Latchkey kidsLatchkey kids Single parent homeSingle parent home MTVMTV AIDSAIDS ComputersComputers Challenger disasterChallenger disaster Fall of Berlin WallFall of Berlin Wall Persian Gulf WarPersian Gulf War

Defining Events / Trends: Defining Events / Trends: MillennialsMillennials

ComputersComputers School violence (esp. Columbine)School violence (esp. Columbine) Oklahoma CityOklahoma City MulticulturalismMulticulturalism Girls' movementGirls' movement 9/119/11 StressStress Harry Potter (1997)Harry Potter (1997)

Attributes: VeteransAttributes: Veterans

Consistency & uniformityConsistency & uniformity Bigger & better (“Gone with the Bigger & better (“Gone with the

Wind”, inventions, service stations)Wind”, inventions, service stations) ConformistsConformists Believe in “logic not magic” (p. 39)Believe in “logic not magic” (p. 39) DisciplinedDisciplined

(Zemke, Raines, & Filipczak, 2000)(Zemke, Raines, & Filipczak, 2000)

Attributes: Veterans (cont’d)Attributes: Veterans (cont’d)

Value the past & historyValue the past & history Law & orderLaw & order Conservative spendingConservative spending StableStable DetailedDetailed ThoroughThorough


Attributes: Veterans (cont’d)Attributes: Veterans (cont’d)

LoyalLoyal Hard workingHard working RespectRespect Clear authorityClear authority


Reward of retirementReward of retirement Top-down managementTop-down management


Veterans at WorkVeterans at Work

Assets: Assets: • StableStable• Detail orientedDetail oriented• ThoroughThorough• LoyalLoyal• Hard workingHard working

(Zemke, Raines, & Filipczak, 2000, p. 46)(Zemke, Raines, & Filipczak, 2000, p. 46)

Veterans at Work (cont’d)Veterans at Work (cont’d)

Liabilities: Liabilities: • Inept with ambiguity and changeInept with ambiguity and change• Reluctant to buck the systemReluctant to buck the system• Uncomfortable with conflictUncomfortable with conflict• Reticent when they disagreeReticent when they disagree


Attributes: BoomersAttributes: Boomers

Pre-us, us, post-us Pre-us, us, post-us Passionate about causes Passionate about causes Believe in growth & expansionBelieve in growth & expansion Think of ourselves as stars of the Think of ourselves as stars of the

showshow Optimistic Optimistic


Attributes: Boomers (cont’d)Attributes: Boomers (cont’d)

TeamworkTeamwork Personal gratification – often at a Personal gratification – often at a

high prices to selves & others high prices to selves & others (marriage, jobs)(marriage, jobs)

Personal growth – soul searching - Personal growth – soul searching - spiritualismspiritualism

Young & coolYoung & cool Like respect, but not with sir or Like respect, but not with sir or

ma’amma’am(Zemke, Raines, & Filipczak, 2000)(Zemke, Raines, & Filipczak, 2000)

Attributes: Boomers (cont’d)Attributes: Boomers (cont’d)

Economically optimisticEconomically optimistic Driven by competition & material Driven by competition & material

rewardsrewards HardworkingHardworking Focused on big pictureFocused on big picture


Boomers at WorkBoomers at Work

Assets: Assets: • Service orientedService oriented• DrivenDriven• Willing to go extra mileWilling to go extra mile• Good at relationshipsGood at relationships• Want to pleaseWant to please• Team playersTeam players


Boomers at Work (cont’d)Boomers at Work (cont’d)

Liabilities: Liabilities: • Not budget mindedNot budget minded• Uncomfortable with personal conflictUncomfortable with personal conflict• Process ahead of resultProcess ahead of result• Overly sensitive to feedbackOverly sensitive to feedback• Self-centeredSelf-centered• Judgmental of those who see things Judgmental of those who see things

differently differently (Zemke, Raines, & Filipczak, 2000, p. 76)(Zemke, Raines, & Filipczak, 2000, p. 76)

Attributes: Gen XersAttributes: Gen Xers

Self-reliant (look out for themselves)Self-reliant (look out for themselves) With absent parents, seek to create family With absent parents, seek to create family

bond with friendsbond with friends Work/life balanceWork/life balance Non-traditional sense of time & space Non-traditional sense of time & space

(when & where they work)(when & where they work) InformalityInformality Especially casual with regard to authorityEspecially casual with regard to authority


Attributes: Gen Xers (cont’d)Attributes: Gen Xers (cont’d)

Skeptical (careful & guarded)Skeptical (careful & guarded) ““Attracted to the edge” (p. 102) - extreme Attracted to the edge” (p. 102) - extreme

sportssports Techno savvyTechno savvy Great at multitaskingGreat at multitasking Encouraged as children to challenge Encouraged as children to challenge

others’ thinkingothers’ thinking Willing to work hard, but don’t take Willing to work hard, but don’t take

advantage of themadvantage of them(Zemke, Raines, & Filipczak, 2000)(Zemke, Raines, & Filipczak, 2000)

Attributes: Gen Xers (cont’d)Attributes: Gen Xers (cont’d)

Date cautiously & marry lateDate cautiously & marry late Want to be their own boss – greatest Want to be their own boss – greatest

entrepreneurial generation in US entrepreneurial generation in US historyhistory

Helping people one-on-one or Helping people one-on-one or volunteering more effective than volunteering more effective than civic interactioncivic interaction

Tough and practicalTough and practical(Howe & Strauss, 2007)(Howe & Strauss, 2007)

Gen Xers at WorkGen Xers at Work

Assets: Assets: • AdaptableAdaptable• TechnoliterateTechnoliterate• IndependentIndependent• Unintimidated by authorityUnintimidated by authority• CreativeCreative


Gen Xers at Work (cont’d)Gen Xers at Work (cont’d)

Liabilities: Liabilities: • ImpatientImpatient• Poor people skillsPoor people skills• InexperiencedInexperienced• CynicalCynical


Attributes: MillennialsAttributes: Millennials

SmartestSmartest CleverestCleverest Much wanted Much wanted OverprogrammedOverprogrammed Barriers of time & space dissolveBarriers of time & space dissolve Willing to work and learn Willing to work and learn


Attributes: Millennials (cont’d)Attributes: Millennials (cont’d) OptimismOptimism Civic duty (vote in schools)Civic duty (vote in schools) ConfidenceConfidence AchievementAchievement SociabilitySociability MoralityMorality Street smartsStreet smarts DiversityDiversity Challenges: haves & have nots Challenges: haves & have nots


Attributes: Millennials (cont’d)Attributes: Millennials (cont’d) Want to correct for the impracticality of Boomers Want to correct for the impracticality of Boomers

& undiscipline of Xers& undiscipline of Xers Virtue less defined by self – more defined by ideal Virtue less defined by self – more defined by ideal

of common manof common man Develop community based on norms, standards, Develop community based on norms, standards,

rules, responsibility to others, rules, responsibility to others, Empower groups not individualsEmpower groups not individuals High School MusicalHigh School Musical Expect nonstop interaction with their peersExpect nonstop interaction with their peers More interdependence (personal, social, and More interdependence (personal, social, and

economic) with their parentseconomic) with their parents

(Howe & Strauss 2007)(Howe & Strauss 2007)

Millennials at Work (cont’d)Millennials at Work (cont’d)

Assets: Assets: • Collective actionCollective action• OptimismOptimism• TenacityTenacity• Heroic spiritHeroic spirit• MultitaskingMultitasking• Techno savvyTechno savvy


Millens at Work (cont’d)Millens at Work (cont’d)

Liabilities:Liabilities:• Need for supervision & structureNeed for supervision & structure• Inexperience, particularly with difficult Inexperience, particularly with difficult

peoplepeople• Likely to be a demanding workforce Likely to be a demanding workforce

Clear picture of how it should be Clear picture of how it should be Used to getting what they wantUsed to getting what they want


Strategies for ServiceStrategies for Service Always remember that communication is often Always remember that communication is often

initiated and received through generational initiated and received through generational “filters”“filters”

Keep in mind preferred communication styles Keep in mind preferred communication styles (individual and generational)(individual and generational)

If possible and appropriate, combine generations If possible and appropriate, combine generations based on type of project and generational based on type of project and generational disposition; be flexibledisposition; be flexible

Recognize that frustration may be caused by Recognize that frustration may be caused by communication differences in addition to the communication differences in addition to the event itselfevent itself

Enjoy the variety presented to you as a service Enjoy the variety presented to you as a service providerprovider

BibliographyBibliography Clifton, M. (2007, December 10). Tip sheet: Generation clash in Clifton, M. (2007, December 10). Tip sheet: Generation clash in

the workplace? What we can learn from the young. Part I. the workplace? What we can learn from the young. Part I. PR PR News, 63News, 63(47). Retrieved 1/1/08 from (47). Retrieved 1/1/08 from http://proquest.umi.com/pqdweb?http://proquest.umi.com/pqdweb?did=1396022771&sid=1&Fmt=3&clientld=8905&RQT=309&VNadid=1396022771&sid=1&Fmt=3&clientld=8905&RQT=309&VName=PQD.me=PQD.

Hazard, C. (2007, September 8). 2 generations, 1 perfect Hazard, C. (2007, September 8). 2 generations, 1 perfect match:Young Millenials find waiting mentors in baby boomers. match:Young Millenials find waiting mentors in baby boomers. Knight Rider Business News. Knight Rider Business News. Retrieved 1/1/08 Retrieved 1/1/08 fromhttp://proquest.umi.com/pqdweb?fromhttp://proquest.umi.com/pqdweb?did=1332481991&sid=2&Fmt=3&clientld=8905&RQT=309&VNadid=1332481991&sid=2&Fmt=3&clientld=8905&RQT=309&VName=PQD.me=PQD.

Howe, N. & Strauss, W. (2000). Howe, N. & Strauss, W. (2000). Millennials rising: The next great Millennials rising: The next great generation.generation. New York: Vintage Books. New York: Vintage Books.

Howe, N. & Strauss, W. (2007).The next 20 years: How consumer Howe, N. & Strauss, W. (2007).The next 20 years: How consumer and workforce attitudes will evolve [Electronic version]. and workforce attitudes will evolve [Electronic version]. Harvard Harvard Business Review, 85Business Review, 85(7/8), 41-52.(7/8), 41-52.

References (cont’d)References (cont’d) Leuenberger, D. & Kluver, J. (2005/2006). Changing culture: Leuenberger, D. & Kluver, J. (2005/2006). Changing culture:

Generational collision and creativity [Electronic version]. Generational collision and creativity [Electronic version]. Public Public Manager, 34Manager, 34(4), 16-21.(4), 16-21.

Moore, A. (2007). They've never taken a swim and thought about Moore, A. (2007). They've never taken a swim and thought about Jaws [Electronic version]. Jaws [Electronic version]. College and University, 82College and University, 82(4), 41 – 48.(4), 41 – 48.

Steiner, J. (2007). Six steps for guaranteeing generation y Steiner, J. (2007). Six steps for guaranteeing generation y productivity [Electronic version]. productivity [Electronic version]. SuperVision, 68SuperVision, 68(7), 6-7.(7), 6-7.

Ware, J., Craft, R., & Kerschenbaum, S. (2007). Training Ware, J., Craft, R., & Kerschenbaum, S. (2007). Training tomorrow's workforce [Electronic version]. tomorrow's workforce [Electronic version]. T + D, 61T + D, 61(4), 58-60.(4), 58-60.

Zemke, R., Raines, C. & Filipczal, B. (2000). Zemke, R., Raines, C. & Filipczal, B. (2000). Generations at work: Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. your workplace. Chicago: Amacom.Chicago: Amacom.

Your PresenterYour Presenter Carol Rinkoff, Ph.D. is the chair of the MBA Carol Rinkoff, Ph.D. is the chair of the MBA

program at Concordia University in St. Paul. Her program at Concordia University in St. Paul. Her current students are working adults, ranging from current students are working adults, ranging from Millennials to Boomers. Carol’s professional Millennials to Boomers. Carol’s professional interests include systems thinking, group interests include systems thinking, group dynamics, organizational culture, learning styles, dynamics, organizational culture, learning styles, generational diversity, educational technology, generational diversity, educational technology, and research.and research.

Contact info:Contact info:[email protected]

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