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THE FUTURE BELONGS TO ALL OF US: POSSIBILITIES FOR INTERGENERATIONAL ORGANIZATIONS
CHHSM Annual Meeting
February 28, 2014
“IN MY ORGANIZATION, THERE ARE REAL DIFFERENCES BETWEEN OLDER AND YOUNGER GENERATIONS AND HOW THEY APPROACH WORK.”
YES, AND THOSE DIFFERENCES SOMETIMES OR OFTEN POSED CHALLENGES:
72%
WHO KNOWS ONLY HIS/HER OWN GENERATION REMAINS ALWAYS A CHILD.
–CICERO (ADAPTED BY GEORGE NORLIN)
GENERATIONAL COHORT = COMMON TASTES,
ATTITUDES AND EXPERIENCES
FOUR GENERATIONSGeneration Traditionalist
s (4%)Baby
Boomers (40%)
Gen Xers (34%)
Millennials (22%)
Other Names
• Depression Babies
• The Greatest Generation
• GIs• Silent
Generation• WWII
Generation
• Boomers• The “Me”
Generation
• Xers• Postboomers• Twenty-
somethings• Thirteeners• Baby Busters
• Generation Y• The Net
Generation• The Digital
Generation
Birth Years Pre-1943 1943-1960 1960-1980 1980-2000
Defining Events and Trends
• Patriotism• Families• Great
Depression• WWII • New Deal• Korean War• Golden Age of
Radio• Silver Screen• Rise of Labor
Unions
• Prosperity• Children in the
Spotlight• TV• Vietnam• Suburbia• Civil Rights• Cold War• Women’s
Liberation• The Space Race
• Watergate• Latchkey Kids• Single Parent
Homes• MTV• AIDS• Internet• Challenger
Disaster• Fall of Berlin
Wall• Persian Gulf
War
• Social Media and Facebook
• Mobile Computing
• 9/11• End of
Apartheid• It Takes A
Village• Reality TV• Multiculturalism• Tea Party• Occupy Wall
Street• Tsunami in SE
AsiaZemke, Raines, and Filipczak (2013), Generations at Work.
FOUR GENERATIONSGeneration Traditionalist
sBaby Boomers
Gen Xers Millennials
Other Names
• Depression Babies
• The Greatest Generation
• GIs• Silent
Generation• WWII
Generation
• Boomers• The “Me”
Generation
• Xers• Postboomers• Twenty-
somethings• Thirteeners• Baby Busters
• Generation Y• The Net
Generation• The Digital
Generation
Birth Years Pre-1943 1943-1960 1960-1980 1980-2000
Defining Events and Trends
• Patriotism• Families• Great
Depression• WWII • New Deal• Korean War• Golden Age of
Radio• Silver Screen• Rise of Labor
Unions
• Prosperity• Children in the
Spotlight• TV• Vietnam• Suburbia• Civil Rights• Cold War• Women’s
Liberation• The Space
Race
• Watergate• Latchkey Kids• Single Parent
Homes• MTV• AIDS• Internet• Challenger
Disaster• Fall of Berlin
Wall• Persian Gulf
War
• Social Media and Facebook
• Mobile Computing
• 9/11• End of
Apartheid• It Takes A
Village• Reality TV• Multiculturalis
m• Tea Party• Occupy Wall
Street• Tsunami in SE
AsiaZemke, Raines, and Filipczak (2013), Generations at Work.
THE TRADITIONALIST PERSONALITY
Likes consistency and uniformity
Likes things on a grand scale Conformers Believes in logic, not magic Disciplined Past-oriented and history
absorbed Believes in law and order Spending style is
conservative
TRADITIONALISTS AT WORK
Assets Stable Detail-oriented Thorough Loyal Hard-working
Liabilities Struggles with
ambiguity and change
Reluctant to buck the system
Uncomfort-able with conflict
Reticent when they disagree
FOUR GENERATIONSGeneration Traditionalist
sBaby Boomers
Gen Xers Millennials
Other Names
• Depression Babies
• The Greatest Generation
• GIs• Silent
Generation• WWII
Generation
• Boomers• The “Me”
Generation
• Xers• Postboomers• Twenty-
somethings• Thirteeners• Baby Busters
• Generation Y• The Net
Generation• The Digital
Generation
Birth Years Pre-1943 1943-1960 1960-1980 1980-2000
Defining Events and Trends
• Patriotism• Families• Great
Depression• WWII • New Deal• Korean War• Golden Age of
Radio• Silver Screen• Rise of Labor
Unions
• Prosperity• Children in the
Spotlight• TV• Vietnam• Suburbia• Civil Rights• Cold War• Women’s
Liberation• The Space
Race
• Watergate• Latchkey Kids• Single Parent
Homes• MTV• AIDS• Internet• Challenger
Disaster• Fall of Berlin
Wall• Persian Gulf
War
• Social Media and Facebook
• Mobile Computing
• 9/11• End of
Apartheid• It Takes A
Village• Reality TV• Multiculturalis
m• Tea Party• Occupy Wall
Street• Tsunami in SE
AsiaZemke, Raines, and Filipczak (2013), Generations at Work.
THE BABY BOOMER PERSONALITY
Believes in growth and expansion Tends to be optimistic Learned about teamwork in school
and at home Has pursued personal gratification,
often at a high price to themselves and others
Has searched their soul—repeatedly, obsessively, recreationally
Has always been cool
BABY 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
May put process ahead of result
Defensive in the face of feedback
Judgmental of those who see things differently
Self-centered
FOUR GENERATIONSGeneration Traditionalist
sBaby Boomers
Gen Xers Millennials
Other Names
• Depression Babies
• The Greatest Generation
• GIs• Silent
Generation• WWII
Generation
• Boomers• The “Me”
Generation
• Xers• Postboomers• Twenty-
somethings• Thirteeners• Baby Busters
• Generation Y• The Net
Generation• The Digital
Generation
Birth Years Pre-1943 1943-1960 1960-1980 1980-2000
Defining Events and Trends
• Patriotism• Families• Great
Depression• WWII • New Deal• Korean War• Golden Age of
Radio• Silver Screen• Rise of Labor
Unions
• Prosperity• Children in the
Spotlight• TV• Vietnam• Suburbia• Civil Rights• Cold War• Women’s
Liberation• The Space
Race
• Watergate• Latchkey Kids• Single Parent
Homes• MTV• AIDS• Internet• Challenger
Disaster• Fall of Berlin
Wall• Persian Gulf
War
• Social Media and Facebook
• Mobile Computing
• 9/11• End of
Apartheid• It Takes A
Village• Reality TV• Multiculturalis
m• Tea Party• Occupy Wall
Street• Tsunami in SE
AsiaZemke, Raines, and Filipczak (2013), Generations at Work.
THE GENERATION X PERSONALITY
Self-reliant
Wants balance
Has a nontraditional orientation about time and space
Likes informality
Approach to authority is casual
Cynical
Continues to be technologically savvy
Attracted to the edge
GENERATION X AT WORK
Assets Adaptability Technoliteracy Independence Creativity Willingness to
buck the system
Liabilities Skeptical Impatient Distrustful of
authority Inept at office
politics Less attracted
to leadership
FOUR GENERATIONSGeneration Traditionalist
sBaby Boomers
Gen Xers Millennials
Other Names
• Depression Babies
• The Greatest Generation
• GIs• Silent
Generation• WWII
Generation
• Boomers• The “Me”
Generation
• Xers• Postboomers• Twenty-
somethings• Thirteeners• Baby Busters
• Generation Y• The Net
Generation• The Digital
Generation
Birth Years Pre-1943 1943-1960 1960-1980 1980-2000
Defining Events and Trends
• Patriotism• Families• Great
Depression• WWII • New Deal• Korean War• Golden Age of
Radio• Silver Screen• Rise of Labor
Unions
• Prosperity• Children in the
Spotlight• TV• Vietnam• Suburbia• Civil Rights• Cold War• Women’s
Liberation• The Space
Race
• Watergate• Latchkey Kids• Single Parent
Homes• MTV• AIDS• Internet• Challenger
Disaster• Fall of Berlin
Wall• Persian Gulf
War
• Social Media and Facebook
• Mobile Computing
• 9/11• End of
Apartheid• It Takes A
Village• Reality TV• Multiculturalis
m• Tea Party• Occupy Wall
Street• Tsunami in SE
AsiaZemke, Raines, and Filipczak (2013), Generations at Work.
THE MILLENNIAL PERSONALITY
Resiliently optimistic Digital native Collaborative Goal and achievement
oriented Diverse Confident
MILLENNIALS AT WORK
Assets Collective action Optimism Tenacity Heroic spirit Multitasking
capabilities Technological
savvy Adept at change
Liabilities Need for
supervision and structure
Demand for constant feedback
Helicopter parents
Family events trump work
POSSIBILITIES FOR INTERGENERATIONAL ORGANIZATIONS
Traditionalists
Baby Boomers
Gen Xers Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven Balanced Determined
View of Authority
Respectful Love / Hate Unimpressed Polite
Leadership by
Hierarchy Consensus Competence Pulling together
Relationships Personal sacrifice
Personal gratification
Reluctant to commit
Inclusive
Turn-offs Vulgarity Political incorrectness
Cliché, hype Promiscuity
Zemke, Raines, and Filipczak (2013), Generations at Work.
POSSIBILITIES FOR INTERGENERATIONAL ORGANIZATIONS
Recognizing and leveraging what is
already present
POSSIBILITIES FOR INTERGENERATIONAL ORGANIZATIONS
Strategic plans to include specific, measurable goals for equipping younger generations to carry the mission into the future (but it may not look the way you want it to)
Hiring and retaining generationally diverse employees to include training, celebration, and inclusive policies / benefits
Governance and leadership to include boards with younger generations having a significant voice and active role in decision making