Published on December 30, 2007
COMMUNICATING ACROSS THE GENERATIONS: COMMUNICATING ACROSS THE GENERATIONS Produced by Beverly Stencel, Professor and Hans Hanson, Associate Professor University of Wisconsin-Extension, Department of Community Resource Development Program Outline: Program Outline Introduction and Overview Background of the Generations How Do Generational Differences Affect You? Communicating Across the Generations Managing Across the Generations Workshop Goals : Workshop Goals Increase knowledge and understanding of the four generations Enhance comprehension of how generational differences affect you Promote skills for effective intergenerational communication Expand capacity to manage diverse working styles across the generations Is the Generation Gap Back?: Is the Generation Gap Back? Generational differences represent a critical new aspect to workplace diversity. How you view generational differences is based on your generational perspective. Slide5: Are you a mature, one of the many loyal “company men” with solid work ethics and respect for authority? Do you work for a baby boomer who preaches participative management and works late to pay for a BMW? Do you have team members who are Gen X’ers, most comfortable with their Dockers and flexible hours, resentful of traditional power and politics? Is your organization prepared to recruit the coming-of-age Gen Y’s, a group of idealistic, multi-tasking web-surfers? Decades Brainstorming: Decades Brainstorming The Matures: The Matures Born between 1922-1943/1946 are now 57 - 81 years old Represent 25% of the work population Also known as the:veterans, seniors, traditionalists, silent generation The Baby Boomers: The Baby Boomers Born between 1943-1960/1946-1964* Now between the ages of 39 and 60 72 million strong Also known as: Boomers The Generation X’ers: The Generation X’ers Born between 1960-1980/1964-1980 Currently 23 – 43 years of age 17 Million Also known as: X’ers, Baby Busters, Post-Boomers The Generation Y’s: The Generation Y’s Born between 1980 and 2000 Under 23 years of age 68 Million Strong Also known as the: millennials, nexters, Nintendo Generation, Internet Generation The Times That Shaped Them: The Times That Shaped Them The Four Generations: The Four Generations The Matures 1922–1943/46 The Boomers 1943–1960/1946-1964 Generation X’ers 1960-1980/1964-1980 Generation Y’s 1980-2000 Matures: Defining Events: Matures: Defining Events The Great Depression & Dust Bowl The New Deal Social Security Established Golden Age of Radio Pearl Harbor Attacked WW II and Korean War Patriotism Rise of Labor Unions Matures: Heroes: Matures: Heroes Superman MacArthur, Patton, Halsey, Montgomery, Eisenhower FDR Winston Churchill Audie Murphy Babe Ruth Joe DiMaggio Boomers: Defining Events: Boomers: Defining Events Economic Prosperity Expansion of Suburbia Focus on Children Television Vietnam Assassinations Civil Rights Movement Cold War/McCarthy Hearings Space Race/Moon Landing Baby Boomers: Heroes: Baby Boomers: Heroes Ghandi Martin Luther King Jr. John and Jacqueline Kennedy John Glenn Gen X’ers: Defining Events: Gen X’ers: Defining Events Watergate, Nixon resigns Challenger Disaster Computers Single-parent homes Latchkey Kids MTV AIDS Harsh economic conditions Glasnost, Perestroika Persian Gulf Gen X’ers: Heroes: Gen X’ers: Heroes NONE Gen Y’s: Defining Events: Gen Y’s: Defining Events Technology TV Talk Shows Multiculturalism Desert Storm Clinton Scandals Schoolyard Violence Oklahoma City Bombing 9/11 Columbia tragedy Gen Y’s: Heroes: Gen Y’s: Heroes Michael Jordan Princess Diana Mark McGwire, Sammy Sosa Mother Teresa Bill Gates Kerri Strug Tiger Woods Christopher Reeves How Their Times Shaped Them: How Their Times Shaped Them Generational Descriptors: Generational Descriptors Generational Descriptors: Generational Descriptors Generational Descriptors: Generational Descriptors Generational Descriptors: Generational Descriptors Source: Rocking the Ages, Smith, J. Walker and Ann Clurman Generational Clash in the Workplace: Generational Clash in the Workplace Worldwide economy Rapid change in the workplace Downsizing of companies Mergers, acquisitions, consolidations Elimination of middle management Less union activity in companies Seniority only one element of promotion Technology The Result:: The Result: No job is safe, and no career assured. Causes employees to identify more with their generation and blame other generations for workplace problems and issues. The real generational workplace conflict is based on differences in values, ambitions, views, mindsets, and demographics. Mature Values: Mature Values Dedication/sacrifice Law and order Strong work ethic Risk averse Respect for authority Patience Delayed reward Duty, honor, country Loyalty to the organization Boomer Values: Boomer Values Optimism Team work Personal gratification Health and wellness Promotion and recognition Youth Work Volunteerism Gen X Values: Gen X Values Diversity Thinking globally Balance in life Computer literacy Personal development Fun Informality Independence Initiative Gen Y Values: Gen Y Values Optimism Civic duty Confidence Ambition/ achievement Tradition Education Idealism Fun Diversity The Way They See the World: The Way They See the World Matures at Work: Matures at Work Assets Stable Detail oriented Thorough Loyal Hard working Liabilities Inept w/ambiguity and change Reluctant to buck the system Uncomfortable with conflict Reticent when they disagree Boomers at Work: Boomers at Work Assets Service oriented Driven Willing to “go the extra mile” Good at relationships Want to please Good team players Liabilities Not naturally “budget minded” Uncomfortable with conflict Reluctant to go against peers Put process ahead of results Sensitive to feedback Judgmental of those who see things differently Gen X’ers at Work: Gen X’ers at Work Assets Adaptable Techno-literate Independent Not intimidated by authority Creative Liabilities Impatient Poor people skills Inexperienced Cynical Gen Y’s at Work: Gen Y’s at Work Assets Loyalty Optimism Tolerant Multi-tasking Fast-thinking Technological savvy Liabilities Need for supervision and structure Inexperience, particularly with handling different people issues Service levels are low Matures: Training & Development: Matures: Training & Development Training Take plenty of time Give them the “big picture” Emphasize long-term goals Let them share their experience Developing Technology Don’t stereotype as technophobes Use formality and order Don’t rush it Boomers: Training & Development: Boomers: Training & Development Training Focus on the near future Focus on challenges Focus on their role Development Meetings and team team building Provide develop-mental experiences Use business books and training tapes Gen X’ers: Training & Development: Gen X’ers: Training & Development Training Focus on balance Offer them access to many different kinds of information Provide resource lists Development Electronic support Keep materials brief – bullets/checklists Help them train for another job Gen Y’s: Training & Development: Gen Y’s: Training & Development Training Take plenty of time Let them know what they do matters Communicate expectations Development Focus on customer service and interpersonal skills Model the behavior you want to see Large teams with strong leadership Messages that Motivate Matures: Messages that Motivate Matures “Your experience is respected here.” “It’s important for the rest of us to hear what has, and hasn’t, worked in the past.” “Your perseverance is valued and will be rewarded.” Messages that Motivate Boomers: Messages that Motivate Boomers “You are important to our success. “We recognize your unique and important contribution to our team.” What is your vision for this project?” “You are valued.” Messages that Motivate Gen X’ers: Messages that Motivate Gen X’ers “Do it your way.” “We’ve got the latest computer technology.” “There aren’t a lot of rules here.” “We’re not very corporate.” Messages that Motivate Gen Y’s: Messages that Motivate Gen Y’s “We provide equal opportunities here.” “Your mentor is in his/her sixties.” “You are making a positive difference to our company.” “You handled that situation well.” SITUATIONAL STATEMENT: SITUATIONAL STATEMENT Communication: Levels of Response: Communication: Levels of Response Level 1 Acknowledge and let it go. Level 2 Change your behavior. Level 3 Use a generational template to talk it over. Source:The Xwers & The Boomers, Claire Raines, Jim Hunt Case Studies: Case Studies Using the ACORN Approach: Using the ACORN Approach Accommodate employee differences. Create workplace choices. Operate from a flexible management style. Respect competence and initiative. Nourish retention. Source: Generations At Work, Ron Zemke, Claire Raines, and Bob Filipczak COMMUNICATING ACROSS THE GENERATIONS: COMMUNICATING ACROSS THE GENERATIONS
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