Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working side by side. Different values, experiences, styles, and activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including many teachers and school leaders) will entire retirement in large numbers
Generation X, a generation with different sensibilities and priorities than Boomers, will assume positions of leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists
Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers
Born 1946-1964 80 million
GWAEA 70% (341)
Generation X
Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences
Great
Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Characteristics
Patriotic
loyal “waste not
want not”
Faith in institutions— one company career
Military influenced top down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value
Logic and Discipline
Don’t
Like Change
Want
to Build a Legacy
Baby Boomers (42-60)
Influences
Suburbia
Characteristics
Idealistic
TV
Vietnam,
Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
COMPETITIVE
Question
Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me”
Generation
Money,
Want
Title, Recognition
to Build A Stellar Career
Generation X (26-41)
Influences
Sesame
Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Characteristics
Eclectic
Resourceful
Self-reliant
Distrustful
of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly
Most Misunderstood
Generation
Need a Balance Between Work and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences
Expanded
Technology
Natural Disasters
Violence
Gangs
Diversity
Characteristics
Globally
Concerned
Realistic
Cyber
Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value
Diversity/Change
Been
Involved Entire Life
Want
Work to be Meaningful
Goals
Traditionalists
“Build a Legacy”
Baby Boomers
“Build a Stellar Career”
Generation X
“Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists
“Deserve Loyalty”
Baby Boomers
“Deserve to Change”
Generation X
“Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists
“Satisfaction of job well done”
Baby Boomers
“Money, Title, Recognition”
Generation X
Generation
Y/Millenials
“Freedom!”
“Work that has meaning”
Career Path
Traditionalists
“Job changing has stigma”
Baby Boomers
“Job changing puts you behind”
Generation X
“Job changing is necessary”
Generation
Y/Millennials
“Doesn’t need to be a straight line” Feedback
Traditionalists
“No news is good news.”
Baby Boomers
“Once a year whether needed or not.”
Generation X
“So, how am I doing?”
Generation
Y/Millennials
“From virtual coach to touch of a button”
Summarizing…
Traditionalists
Birth
Years
Generation Millennials
X
1946-1964
1965-1980
Business Quality
Focus
Long hours
Productivity Contribution
Motivator Security
Money
Time off
Time off
Company Highest
Loyalty
High
Low
Low
Money is Livelihood
Status symbol Means to an end
Today’s payoff Success
Time
Individuality
Value
Before 1945
Baby
Boomers
Family/Community
1979-2006
What To Do? Traditionalists
Consider engaging them as teachers, mentors, coaches.
When they retire, consider re-hiring them as part-time project leaders and coaches.
What To Do? Baby Boomers
Boomers are burning out with today’s workload and are not impressed with less ambitious Gen Xers.
Offer them flexibility, authority and respect.
Challenge them to keep growing (in their own way).
What To Do? Gen Xers
Gen Xers don’t want to follow Boomers into burn out. They think Millennials need too much hand holding.
Manage them with a coaching style--FAST feedback and credit for results.
Push them to keep learning just-in-time for every new project.
What To Do? Millennials
Millennials feel that basics such as punctuality and dress code are less important. They want fair and direct managers who are highly engaged in their personal development. What To Do? Millennials
Get to know their capabilities and put them in roles that push their limits.
Treat them as professional colleagues and they will act like professionals.
Keep them focused with speed, customization and interactivity. Credits
“When Generations Collide: Who They Are.
Why They Clash. How to Solve the
Generational Puzzle at Work”
Lynne Lancaster and David Stillman www.generations.com Resources
More information about GWAEA leadership programs can be found at : http://www.aea10.k12.ia.us/leadership/ldrshipdev.html
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