Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace.

1. Leading 4 Generations in the
Workplace
BWI Hilton
December 13, 2013
The Maryland Association of CPAs
www.macpa.org
The Business Learning Institute
www.blionline.org

2. Tom Hood, CPA, CITP, CGMA
If there is a conversation about the
future of the profession, you're bound to
hear Hood's name mentioned as one of
the people leading the way.
– Accounting Today
CEO
Maryland Association of CPAs
(MACPA) www.macpa.org
• Named the Second Most Influential in Accounting by
Accounting Today Magazine 2013
• Top 150 Influencer by Linked-In
• Top 25 Influencers in Learning & HR by HR Examiner
• Top 25 Public Accounting Thought Leaders by CPA Practice
Adviser
Business Learning Institute
(BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/

3. Download today’s slides at …
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incorporating into strategic
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engagement and collaboration.

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6. Insights to Action
“One without the other is either useless or destructive”
T

9. The Research
2
1,000
10,000

10. Historical Context – The Perfect Storm
• Web 2.0
• Globalization
• Generations
Source: Don Tapscott - Wikinomics

11. The New Normal - VUCA

13. What is this all about?
• First time ever that we have 4 different generations in
our workforce working together side-by-side
• Traditionalists, Boomers, Xers, and Millennials (Y’s)
• Each of these generations were impacted by various
events that shape who they are and how they work
• We need to understand what motivates the various
generations and how to work together

14. Common Workplace Conflicts
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Conflicts frequently have generational issues as their cause
“He is not committed to his job”
“She does not listen to my ideas”
“He has a poor work ethic”
“He does not follow direction”
“I can’t believe the way he/she dresses”
“She treats me like my parents”
“What do you mean I can’t work from home on Friday’s”
“She does not listen to my ideas”

16. A Glance into the Future:
Theory:
The oldest, wealthiest, and most visible
members of a generation define the
behavior and attitude for those that
follow.

17. A repetitious process…
• A senior generation assumes they know what the
younger generations want (or should want) for
themselves; how they should define success.
• The senior generation then prescribes a pay your
dues process to achieve that success.
• The senior generation thinks, in the back of their mind,
that the younger generations will never have to work as
hard as they did to become successful.

19. Consider the following:
What happens when generations define success
differently?
How do the conflicting definitions of success
affect how we motivate, coach and encourage in
the workplace?

20. Four Generations in the Profession
Millennials (Gen Y)
Generation X
Baby Boomers
Matures (Traditionalists)
- Born btw 1980 2000
- Born btw 1965 1979
- Born btw 1946 1964
- Born btw 1945 1925

21. Characteristics
Traditionalists
Born 1925-1945
Baby Boomers
Born 1946-1964
Generation X
Born 1965-1977
Millennials
Born 1978 or after
Age Span
65 to 86 years old
46 to 64 years old
33 to 45 years old
32 or younger
Traits
Conservative
Believe in Discipline
Respect for authority
Loyal
Patriotic
Idealistic
Break the rules
Time stressed
Politically correct
Pragmatic
Self-sufficient
Skeptical
Flexible
Media/Info/Tech savvy
Entrepreneurial
Confident
Well-educated
Self-sufficient
Tolerant
Team builders
Socially/politically conscious
Defining Events
Great depression
World War II
Korean War
Vietnam War
Woodstock
Watergate
Missing children
Latch Key Kids
Computers in school
School shootings
Terrorism
Corporate scandals
To Them Work Is
If you want a roof and food….
Exciting adventure
Difficult challenge
To make a difference
Work Ethic
Loyal/dedicated
Driven
Balanced
Eager but anxious
Employment Goals
Retirement
Second career
Work/life balance
Unrealistic
Education
A dream
Birthright
Way to get to an end
A given
Communication
Face to face
Telephone
Email
IM/Text messaging
Time at Work is defined
Punch clock
Visibility
Why does it matter if I get it done
today?
Is it 5 PM? I have a life.
Most need in the
workplace
Continued involvement past 65
Recognition!
More information
Praise and fun; or is that fun
and praise?

22. Generational Self-Definition
Source: Lee Rainie - Pew Internet

23. The Matures (born prior to 1946)
Duty, honor, country
Dedication, sacrifice
Conformity, blending, unity –
We First
Patience
Hard, hard times then prosperity
National pride
Doing a good job was most
important
Age = Seniority

24. The Baby Boomers ( 46 to 64)
Work ethic = Worth. Workaholic
Competitive
Success is largely visible – trophies,
plaques, certificates, etc.
Optimistic
Consumers
Defined by their work
I’d like to teach the world to sing…

25. Generation X ( 65 to 79)
Question authorities.
Their heroes are people they ve met; that they
know.
Raised as their parent s friends.
Saw lifelong employment end – don t believe it
will happen to them.
Can be cynical. Can be pessimistic.
Time horizons are shorter than the Boomers or
Matures.
Time is a currency.
Carpe Diem approach – Seize the day!
Prove it to me.

26. Millennials (Since 1980)
Individuals w/ a group orientation (team?)
Optimistic
Programmed. Coddled. Well looked after.
Hard time focusing on anything.
Busy stressed at a young age.
Like X , raised as their parent s friends.
Are not adults. Are not adolescents. Adultolescent
phase.
Future is very short term.
Huge goals. Clueless on the execution.

27. Another way of looking at this…
Millennials
Self Actualization
Gen X
Esteem Needs
Baby Boomers
Belonging Needs
Matures
Safety Needs
Physiological Needs
Source: Cam Marston
“I have to study politics and
war. so that my sons can
study mathematics,
commerce and agriculture, so
their sons can study poetry,
painting, and music.”
- John Quincy Adams

28. Generation Gap or Lap?
The speed of change makes you
uncomfortable on a regular basis, he
says. That's so difficult for people who
are paying mortgages, buying cars, trying
to give their kids the things they had, to
get them through school. You want to
feel confident in the last 15 years of
your career that after 25 or 30 years of
effort, it's just going to work, he says.
But it isn't so. And I don't think you
ever get over the fear of not knowing.”
– Doug Gould Ad Exec

29. Generation Gap or Generation Lap
In 1997, young people for
the first time were
recognized by adults as
being authorities on
something truly
revolutionary – digital
technology, interactive
media, and
COLLABORATION.”
- Don Tapscott
Grown Up Digital

31. Generation Gap or Generation Lap
Maria: Do you think members of Gen-Y have any millennial traits we can actually use
to our advantage?
Rich: This sounds strange, but hear me out. Our most positive trait is that we’re
inexperienced. What I mean with that is, today’s world is a lot different from
yesterday’s. Inexperience means rejecting the status quo, and that’s what innovation
is. We’re not afraid to, it’s a very positive thing I guess. We’re not stuck in this rut for
so many years.
The second most important thing is adaptability. We’ve lived in this time of rapid
change, especially growing up in the first decade of the millennium. We’re used to
it, it’s how we live.
Hopefully my taking a risk will inspire others to do something bold.
Source: Money Under 30

32. Leadership Succession
Even the best strategy can fail if a corporation (or firm) doesn t have a
cadre of leaders with the right capabilities at the right levels of the
organization
The failure to assess leadership capacity systematically before launching
strategic initiatives can leave tope executives scrambling to fill gaps at the
last minute – with significant consequences
Leadership as the Starting Point of Strategy
CFO.com

33. The generation gap is widening

35. Some strategies to consider
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Generational context is not about age, but common experiences
Acknowledge your team’s expectations, not just your own
Different is neither right nor wrong, just different
Age-ism is the death of any coaching strategy
Generational understanding does not take the place of concern for the
individual
Different generations care about different approaches to the same problem
– highlight points accordingly
Technology is not universal – assess your team members’ affinity level before
making communication assumptions
www.macpa.org
www.blionline.org

36. The Eight Net Gen Norms that will transform
business, education and government
1. Freedom – The freedom to work when and
where you want
2. Customization – My job my life
3. Scrutiny – I know what you did last night
4. Integrity – Be a good company to work for
5. Collaboration – Teamwork
6. Entertainment – Work should be fun
7. Speed – Let’s make things happen now!
8. Innovation – Let me invent

37. The New Math Generations
LC
Communication
10,000 Hour Rule
CC EC

38. “In a period of rapid change and increasing complexity, the
winners are going to be the people who can LEARN faster
than the rate of CHANGE and faster than their
COMPETITION.”
- Tom Hood, CPA.CITP.CGMA

39. Workforce
#TalentWar

40. Source: Research from CPA Horizons 2025 Project the Business Learning Institute

41. The Challenge
Managing
multigenerational workforces is an art in itself.
Young workers want to make a quick impact, the middle
generation needs to believe in the mission, and older
employees don't like ambivalence. Your move.
Harvard Business School Working Knowledge“ newsletter,
April 2006:
Can you manage different generations?

42. theBounce
10,000 hour rule
hp://cpa.tc/2qh

43. #CCEC
# 1 Skill is Collaboration
# 2 Skill is Communication according to
2012 IBM Global CEO Study

45. My take on generations
• Major issue that needs to be dealt with
• Mutual understanding and communication – bi-directional
not one way
• Accept differences and find the opportunities
• X Y are about time Boomers are about relationships
• Reverse mentor on technology and communication
• Engagement participation are key

46. It s easy to say that these simple demonstrations
shouldn‘t be necessary. Many people say that employees
should enter the workforce ready to work. Blame the
parents, the schools, the media or something else. But
that won t change the outcome
So deal with it
Motivating the What s In It For Me Workforce
Cam Marston

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Sources References
Managing Intergenerational Conflict in the Workplace
– Susan Hayword, MA, CHRP
Mixing Four Generations in the Workplace – Cam
Marston
Grown Up Digital – Don Tapscott
Y-Size Your Business – Jason Ryan Dorsey
• For training on generational issues and other success
skills – check out our catalog at www.blionline.org

48. BLI http://www.blionlline.org
Search BLI Catalog for “Generations”
http://t.co/iN53cmYiyQ

49. Tom Hood, CPA.CITP
CEO
Maryland Association of CPAs
Business Learning Institute
(443) 632-2301
E-mail tom@macpa.org
Web http://www.macpa.org
http://www.blionline.org
Blog http://www.cpasuccess.com
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