Multi Generational Learning

Multi-Generational Learning in
the Workplace: Overview and
Instructional Design
Considerations
Wednesday, February 25, 2009
By Janet Clarey
Brandon Hall Research

Ways to Participate
1. E-mail your questions and
comments to janet@brandon-
hall.com
2. TWEET! – send Twitter messages
to your followers, and to me at
@jclarey - use #BrandonHall in
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3. Text Chat during the webinar –
we will monitor and respond

Your Brandon Hall Research Moderators

Tom Werner Richard Nantel

Gary Woodill Janet Clarey
Presenter

Agree or not?
1. There are “digital natives” and
“digital immigrants.”
2. Younger people are masters of
technology.
3. Older people are not tech savvy.
4. Popular claims about generational
traits are based on solid research.
5. There are generational learning
styles.

Addressing Bias

“When you were born
influences your personality &
attitudes more than does the
family that raised you.” – Jean
Tw enge, Author of the book
Generation M e

Definition
“A generation is defined by a common
age location in history and a collective
peer personality.” – Neil How e & W illiam
Strauss, pioneers in the field of
generational studies

Values

© Photographer: Geotrac | Agency: Dreamstime.com

Agree or not?
Views Toward Boomers Gen Xers Millennials

Level of Trust Confident of self, not Low toward authority High toward authority
authority
Trust, Loyalty, Admiration, Career goals

Loyalty to institutions Cynical Considered naive Committed

Most admire Taking charge Creating enterprise Following a hero of
integrity

Career Goals Build a stellar career Build a portable Build parallel careers
career


Agree or not?

Rewards Title and corner office Freedom not to do Meaningful work
Rewards, Family

Parent-child Receding Distant Intruding
involvement

Having children Controlled Doubtful Definite

Family Life Indulged as children Alienated as children Protected as children


Agree or not?

Education Freedom of expression Pragmatic Structure of
Education, Evaluation, Politics, Big question
accountability

Evaluation Once a year with “Sorry, but how am I Feedback whenever I
documentation doing?” want it

Political Orientation Attack oppression Apathetic, individual Crave community

The big question What does it mean? Does it work? How do we build it?


Born prior to 1946

Matures / Silent / Veterans /
Traditionalist Generation

“Tell me what to do.”
Matures

I’ve paid my dues and
am looking forward to
What they say

retirement. I’ve
dedicated many years
to my job. I like
structured training
and knowing the
ground rules. I’m
open to learning “on
the computer.” I don’t
like to spill my guts to
a group.

1946 – 1964

Baby Boomers
Usually broken into two groups:
1946 to 1955 and then 1956 to 1964

“Show me what to do.”
Baby boomers

I guess I’m a workaholic.
I’ve had a big influence What they say

on policy at my job. I am
used to formal learning
in a classroom. Some of
the newer online stuff
confuses me (not like
that younger
generation!) I like to
take notes and attend
training to advance my
career.

1965 – 1980

Generation X
“Why do I need to learn this?”

Generation X

I work to live. I like on- What they say

the-job training and
self-study. I view
myself as a natural
multi-tasker.
Technology isn’t really a
big deal for me. I really
need to know that I’ll
be more valuable after
attending training. I
need clear, consistent
expectations.

1980s – 1990s

Gen Y /Millennials
“Connect me to what I
need.”
Millennials

I like hands-on learning
and collaboration.
What
they
say

Technology is just a part
of life. I’m usually
‘connected.’ I like
structured face-to-face
learning. I like to get a
lot of feedback. I think
learning should be fun. I
seek the expertise of my
network. I like quick
exchanges and stories.

Generation ?

Gary with Geoffrey & Katie

The Connected Worker


I’m only as good as my
network.”


Facebook friends = 2,700
Twitter followers = 11,000
Linked In = 500

The Crowd

Similarities
•Not everyone wants to
learn on computers
Similarities

•Everyone wants to learn
•Heavy tech users tend to
have similar
characteristics

Other variables
•Workplace culture
•People change as they get
older
•Exposure to technology
•Socio-cultural differences
Variables


…what the
research says…

Research

The digital native / digital
immigrant debate

Natives &
Immigrants

Prior experience

Your
learners
are
looking to
you

The digital native/digital
immigrant debate

Di
gi
ta
l
wi
s
d
o
m

Implications
Instructional
Design
Implications
•No solid research to
design differently for
different generations
•Digital Native /
Immigrant categorization
can create dichotomies

In
str
Implications
uc

•There are no “generational
tio
na
l
D
es
ig

learning styles”
n
Im
pli
ca
tio
ns

•Too many other variables
apply (same problem as
“learning styles”)

Off-the-shelf, Virtual Classroom
pre-built courses Synchronous Learning

• Instructor-led, Real time, Online
• Ready-to-use content (courseware) • Connecting geographical disperse
• Easy to find: IT skills, leadership, safety learners
• Hard to find: very specific, job-related skills • Groups of learners meet together

Authoring Tools
First Gen Self-Paced, Self-Service
Online Learning

• 24 X 7 X 365 access to courses
• Custom development • Completed at learner’s own pace
• Screen design and layout
Learning Management
System • Remediation and feedback are
• Interactive exercises automated
• Tests, Quiz, Assessment LMS • Developed once, used many times
• Simulations • Automated scoring and completion
status
• Central Access to Learning
• Individualized Learning Plans
Learning Content • Reporting & Completion Tracking
Management • Instructor-Led Training Scheduling Informal Learning,
• Launch and track online learning Knowledge On Demand
• Manage large-scale development • Certification Management
(workflow) • Competency Management
• Just-in-time, anywhere, anytime
• Reusable learning content • Capture and retain organizational
• Searchable repository of source knowledge
material • Facilitates collaboration
Source: Bryan Chapman

Second Gen

Rated Content

Formal Networks
of People

Self-Educating
Users
Related Content

Tagged Content
Cost Savings

Reviewed Content
Content

Source: Saba

Context

Source: Joe Kristy, IBM Global Business Services

Action Plan
1. Learn the theories behind your
craft
2. Use new tools and apply them in
your own work
3. Apply the research, avoid the
hype
Action Plan

Multi Generational Learning

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