In todays workforce their are 5 active generations. How has our past shaped us and how do we interact?. What values do we all share? What is best way to communicate and learn. This presentation tries to address the basics.

1. 5 GENERATIONS
WORKFORCE & LEARNING
John R. Choate
VP Membership – PMI

2. TABLE OF CONTENTS
The 5 Generations
Traditionalists
Baby Boomers
Gen X
Gen Y
Gen Z
Learning
Characteristics, Value, & Beliefs
Value to “ALL”
Communication
The New Workforce
Challenges
Learning Styles
9 Steps in Instruction
Training
Delivery
Considerations
Avoid
10-20-30
Hot & Featured
Topics

3. WHERE DO YOU FIT?
TRADITIONALISTS
(born before 1946)
• Make up less than 1 percent of the U.S.
workforce.
• Place a strong emphasis on rules.
• Lead with a "command and control"
style.
• Prefer face-to-face interaction, but
communicate best formally (e.g.,
memos).
BABY BOOMERS
(born between 1946 and 1964)
• Make up 27 percent of the U.S. workforce, but
their numbers are declining.
• Are retiring at a rate of 10,000 per day, but
many can't afford to retire and want to work
part time.
• Are inclined to seek contract work after
retirement.
• Tend to be workaholics who get personal
fulfillment from work.

4. GENERATION X
(born between 1965 and
1976)
Make up 35 percent of the U.S.
workforce.
Prefer independence and fewer
rules.
Seek to balance work and
family.
Want to communicate directly
with leaders.
GENERATION Y
(born between 1977 and
1997).
Make up 37 percent of the U.S.
workforce
Take an entrepreneurial
approach to work.
Prefer direct communication
and feedback.
Want a social, friendly work
environment.
GENERATION Z
(born after 1997)
Make up 1-2 percent of the U.S.
workforce.
Are likely to be using Twitter to
find jobs.
Communicate best by
smartphone/e-mail.
Have large networks but not
much job experience. Employers
can leverage these networks.

6. VALUES THAT SPAN
“ALL GENERATIONS”
• Feeling respected.
• Being listened to.
• Having opportunities for mentoring.
• Understanding the big picture.
• Receiving effective communication.
• Receiving positive feedback.
• Experiencing an exchange of ideas.

7. COMMUNICATION PREFERENCE

9. CHALLENGES OF MULTI -
GENERATION WORKFORCE
• Doing more with less, which means teamwork is necessary.
• Showing employees and managers how to communicate with each other.
• Keeping up with new workplace trends and regulations.
• Supporting work/life balance to create a happier workforce.
• Understanding what motivates each generation.

10. LEARNING STYLES
• Traditionalists — Tend to favor a more structured, “command and control” oriented
learning program. Classroom lectures are often preferred. As more experienced
members of the team, members of this generation may also be ideal mentors in
select roles and organizations.
• Baby Boomers — Expect a more personally-focused learning structure. The
classroom continues to be an effective setting, although members of this generation
tend to favor in-class participation, reflection, and feedback to bring them more
directly into the process.
• Generation X — Often noted as the most fiercely independent of the 4 groups,
prioritizing self-directed educational opportunities and programs that enable them
to learn on their own schedule.
• Millennials (Gen Y) — Married the learning preferences of its two predecessors,
favoring highly personalized training on a self-directed schedule. As the members of
Gen Y grew up with the internet, it should be no surprise this cohort also prefers to
access information on-demand, whenever and wherever they may happen to want
it.

11. NINE BASIC STAGES OF
INSTRUCTION
1. Gain learner’s attention
2. Inform learner of the objective
3. Stimulate learner to recall prior related knowledge
4. Present material to learner
5. Provide learning guidance to learner
6. Elicit performance from learner
7. Provide feedback to learner
8. Assess performance of learner
9. Enhance learner’s retention and transference of knowledge

12. TRAINING
DELIVERY
• Written training materials
• Video-based training materials
• Webinars
• One-on-one training
• Instructor-led training with a group in a class
• Mentoring, shadowing, and/or following
programs on the job (OJT)
• Online training materials
CONSIDERATIONS
• Self-directed
• Come to training with previous knowledge,
experience, and skills
• Want to make progress toward specific goals
• Want training that’s relevant
• Want training that will help them perform
specific job tasks
• Learn better when they’re motivated to learn
• Want to feel and be respected

13. AVOID
• Unnecessarily formal language
• Academic language
• Complicated language
• Long, complex sentences
• Big words
• Jargon
• Acronyms
• Abbreviations

14. NEW SUCCESS RULE FOR PRESENTATIONS
10-20-30
• 10 = ten slides
• 20 = last no more than twenty minutes
• 30 = contain no font smaller than thirty points

15. PM HOT TOPICS
• AI (Artificial Intelligence)...
• Hybrid Approach. ...
• Emotional Intelligence (EQ) ...
• PMO (Project Management Office) ...
• Kanban Boards. ...
• Analytics. ...
• Cybersecurity. ...
• Remote Teams.

16. PM FEATURED TOPICS
Agile Practices
Business Analysis
Change Management
Complexity
Cost Control
Ethics
Governance
Methodology
PMO
Portfolio Management
Program Management
Project Estimating
Quality Management
Requirements
Management
Resource Management
Risk Management
Scope Management
Skill Development
Strategy
Sustainability
Time Management

17. KEY TAKE AWAYS
• There are 5 active Generations in Workforce today
• There are many effective ways to communicate for Learning – Use them all
• Focus: 10-20-30
• Focus on topics and skills that increase education in profession and personal life

18. JOHN CHOATE
John has over 20+ years’ experience in
large, complex, and high risk projects with
multi cultural, multi generation teams from
a site PM to International Program Leader.
From the USAF to global cross functional
teams at SAP Ariba, his working history has
been in both Union and Non Union Shop
environments with a core in OEM/CM High
Tech Lean SCM and Six Sigma SMT/Box
Build Manufacturing. Multi Industry.