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Communicating Through

Generational Workforces

Ben Schepens, CMPE ‘94

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Baby Boomers (1946-1964)

Millennials (1981-2000)

Generation X (1965-1980)

Generations

Traditionalists (1900-1945)

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•WWII•Korean War•Great Depression•New Deal•Rise of Corporations•Space Age•Raised by parents that just survived the Great Depression•Experienced hard times growing up followed by times of prosperity

Traditionalists (1900 - 1945) Baby Boomers (1946-1964)

•Civil Rights•Vietnam War•Sexual Revolution•Cold War with Russia•Space Travel•Highest divorce rate and 2nd marriages in history•"The American Dream" promised to them - as they pursue it are seen as greedy•Materialism and ambition

Generations Influencers

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Generation X (1965-1980)

•Watergate•Energy Crisis•Dual Income families and single parents•First Generation of Latchkey Kids•End of Cold War•Increase divorce rate•Perceptions shaped by growing up having to take care of themselves early•First generation that will NOT do as well financially as their parents

Millennial (1981-2000)

•Digital Media•Child focused world•School shootings•9/11 terrorist attacks•Typically grew up as children of divorce•Came of age in a period of economic expansion•Kept busy as kids•First generation of children with schedules•Parents strived to protect them from evils of the world

Generations Influencers

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How DO I reach others different

from me?

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Driving/Root Emotions

Key Points• Very personal - Can be challenging / sensitive to discuss openly• Define “LENS” through which one views “Truth and Value”

Needs What I must have to be whole

Fears What I avoid

Passions What inspires me

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Representative Emotions

Wants How I try to express a Driving Emotion

Key Points• MAY not satisfy if Driving Emotions not clearly understood

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Viewpoints and Reality

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Viewpoints and Reality

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Example - Generation X

WANT Request more money

NEEDHave new child – must pay for pre/post school care

PROPOSED ALTERNATIVEAllow employee to work remotely First and Last hour of day

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Example - Millennial

WANT Request more money

NEED Confirmation of trust and recognition of job well done

PROPOSED ALTERNATIVE Flexibility in schedule

More Challenging Experiences Other company benefits (upgraded workstation

or office)

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How to put in practice

• First understand Driving Emotions in YOURSELF• Start with the roots of differences – not the symptoms• Many approaches to learn about another’s personality

( Myers Briggs, Psychogeometrics, Personalysis )• Asking WHY to a WANT may help realize driving NEED• Be clear on desired outcome – then match actions to

Driving Emotions of audience• Is about understanding/reaching another effectively

– not being Right/Wrong• Must be sincere in your actions to have true connection

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What does all this mean for Teams and Leadership Development?

• Is vital for leader to have clarity of their own Driving Emotions• Team success relies on successfully integrating diversity • It is naturally easier to relate to others with similar Driving

Emotions – lower effort for communication• Important to avoid trap of only hiring people

with similar Driving Emotions• Recognize Driving Emotions vary with each individual• Teach team to understand and appreciate each other's

Driving Emotions

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Listen to what people Want FOCUS on what

they NEED

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Questions / Comments

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Alumni Network / Affinity Group Engagement

Important to build a diverse leadership team – participation in GT Alumni Network and Affinity Group

events can help join with diverse GT Alumni

Breakout Instructions:– We will Breakout into leagues based on group size – Discuss examples of how this relates to your network/affinity group– Understanding these differences, what may you do differently?

– Leadership Development• How to build and sustain a diverse leadership team• How can GTAA help to recruit, build and sustain a diverse leadership team

– Network/Affinity Group Engagement/Participation• How to engage a diverse group of alumni from your area• How can GTAA help engage more alumni in your network and affinity group?

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Communicating Through

Generational WorkforcesBen Schepens, CMPE ’94

mbenschepens@gmail.com