UnderstandingMultigenerationalCommunication<br />Carol Hagans, Ph.D., HSPP<br />www.carolhagans.com<br />
Generational Breakdownhttp://www.dkosopedia.com/wiki/Generations<br />GI & Silent Generation (1901-1942)Approximately 5% o...
Clues that Broadcast Preferences<br />Clothes<br />Eye contact<br />Office<br />Posture and body language<br />Tempo<br />...
Veterans	Boomers	Xers		Millennials<br />OutlookPractical	Optimistic	Skeptical	Hopeful<br />Work Ethic	Dedicated	Driven		Ba...
Shifting Our Perception<br />The Golden Rule:<br />Do unto others as <br />you would have <br />them do unto you.<br />(as...
Generational Values<br />GI/Silents<br />Boomers<br />Dedication/sacrifice<br />Conformity<br />Respect for authority<br /...
Generational Values<br />Gen Xers<br />Millennials<br />Diversity<br />Balance<br />Fun<br />Self-reliance<br />Thinking g...
Generational Clashpoints(Lancaster & Stillman, 2003, Pages 30-31.)<br />“chain of command” veterans<br />“change of comman...
Technology Veterans:<br />[Forrester Research]: “The net powered generation has internalized the Internet and uses it inst...
Seven Attributes of Millennials<br />Conventional<br />Confident<br />Special<br />Sheltered<br />Pressured<br />Achieving...
Demographic Changes Advantageous to Millennials<br />Older parents.<br />Smaller families = more resources & more parental...
Economic Climate for Millennials<br />During the past 10 years* (up to 9/11) <br />there have been only 2 weeks of interru...
Increasingly Diverse<br />34% of Millennials <br />are Black, Hispanic, <br />Asian or Native<br />American.<br />89% of t...
Debt Load<br />The average undergraduate student leaves us with $20,000 in student loan debt. <br />The average graduate s...
Indiana Student Debt<br />The average student loan debt in 2008 was $23,000 with the Indiana average = $21,283<br />Indian...
Millennial Credit Card Debt<br />In 2004 the average amount of credit card debt = $3,000<br />10% of Millennials owe at le...
What trends do we see in Millennials?<br />They aren’t chart and graph oriented so make info pragmatic.<br />Less hostile....
Additional trends…<br />May tend to be more respectful of authority.<br />May be more reticent about public disputation.<b...
Clashpoints on Feedback(Lancaster & Stillman, 2003, Pg. 255)<br />“No news is good news.”  veterans<br />“Feedback once a ...
Clashpoints & Career Goals(Lancaster & Stillman, 2003, pg. 55)<br />“Build a legacy.”  veterans <br />“Build a stellar car...
Clashpoints around Rewards(Lancaster & Stillman, 2003, pg. 77)<br />“The satisfaction of a job well done.”  veterans <br /...
Clashpoints around Job Changing(Lancaster & Stillman, 2003, pg. 242)<br />“Job changing carries a stigma.”  veterans<br />...
Levels of Response to Generational Disconnects(Raines, 2003, Pg. 37)<br />Level 1:  Acknowledge it and let it go.<br />Lev...
Six Strategies to Connect Different Generations(Raines, 2003, pg. 50)<br />Initiate conversations about generations.<br />...
Messages to Motivate(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)<br />Veterans<br />“Your experience is respec...
Messages to Motivate 2(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)<br />Gen Xers<br />“Do it your way.”<br />“...
Why they leave…(Raines, 2003, Connecting Generations, pg. 121-122)<br />Veterans<br />Physical reasons<br />Inconsistent e...
Why they stay…(Raines, 2003, Connecting Generations, pg. 122)<br />Veterans<br />Loyalty to employer and customers<br />Go...
7 Attributes of flexible supervision(Zempke, Raines, Filipczak. 2000. pg. 157-158)<br />1. Their supervisory style is not ...
7 Attributes (continued)<br />5. They are thoughtful when matching individuals to a team or a team or individual to an ass...
References<br />Deal, Jennifer J.  (2007).  Retiring the generation gap:  How employees young and old can find common grou...
Gravett, Linda & Throckmorton, Robin.  (2007).  Bridging the Generational Gap:  How to Get Radio Babies, Boomers, Gen Xers...
Raines, Claire.  (2003).  Connecting Generations:  The sourcebook for a new workplace.  Crisp  Publications, Inc. Menlo Pa...
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Multigenerational workplace american legion workshop may 3 2010

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Multigenerational workplace american legion workshop may 3 2010

  1. 1. UnderstandingMultigenerationalCommunication<br />Carol Hagans, Ph.D., HSPP<br />www.carolhagans.com<br />
  2. 2. Generational Breakdownhttp://www.dkosopedia.com/wiki/Generations<br />GI & Silent Generation (1901-1942)Approximately 5% of workforce<br />Baby Boom (1943 – 1960)Approximately 45% of workforce<br />Generation X (1961 – 1980)Approximately 45% of workforce<br />Millennials (1980/82 – 2000/02)<br />Approximately 5% of workforce<br />Homeland Generation 2004 – 2025?<br />
  3. 3. Clues that Broadcast Preferences<br />Clothes<br />Eye contact<br />Office<br />Posture and body language<br />Tempo<br />Topics of conversation<br />Voice<br />Word choice<br />(Raines, 2003, Connecting Generations, pg. 39)<br />
  4. 4. Veterans Boomers Xers Millennials<br />OutlookPractical Optimistic Skeptical Hopeful<br />Work Ethic Dedicated Driven Balanced Determined<br />View of<br />Authority Respectful Love/hate Unimpressed Polite<br />Leadership byHierarchy Consensus Competence Pulling tog<br />RelationshipsPersonal Personal Reluctant to Inclusive<br /> sacrifice gratification commit <br />TurnoffsVulgarity Political Cliché, hype Promiscuity<br />incorrectness (Zemke, Raines, Filipczak. 2000. pg. 155)<br />
  5. 5. Shifting Our Perception<br />The Golden Rule:<br />Do unto others as <br />you would have <br />them do unto you.<br />(assumes similarities)<br />Titanium Rule:<br />Do unto others, <br />keeping their <br />preferences in <br />mind.<br />(accepts diversity)<br />Raines, 2003, pg. 34.<br />
  6. 6. Generational Values<br />GI/Silents<br />Boomers<br />Dedication/sacrifice<br />Conformity<br />Respect for authority<br />Delayed reward<br />Duty before pleasure<br />Hard work<br />Law and order<br />Patience<br />Honor<br />Adherence to rules<br />Optimism<br />Personal gratification<br />Personal growth<br />Work<br />Team orientation<br />Health and wellness<br />Youth<br />Involvement<br />Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.<br />
  7. 7. Generational Values<br />Gen Xers<br />Millennials<br />Diversity<br />Balance<br />Fun<br />Self-reliance<br />Thinking globally<br />Technoliteracy<br />Informality<br />Pragmatism<br />Optimism<br />Confidence<br />Sociability<br />Street smarts<br />Civic duty<br />Achievement<br />Morality<br />Diversity <br />Zempke, Raines, Filipczak (2000). Pgs. 30, 68, 98, 132.<br />
  8. 8. Generational Clashpoints(Lancaster & Stillman, 2003, Pages 30-31.)<br />“chain of command” veterans<br />“change of command” boomers<br />“self-command” gen xers<br />“don’t command – collaborate!” millennials<br />
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  11. 11. Technology Veterans:<br />[Forrester Research]: “The net powered generation has internalized the Internet and uses it instinctively.”<br />[Fortino Group Research]: Current 10-17 year olds will spend 1/3 of their lives (23 years) on the Internet.<br />
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  13. 13. Seven Attributes of Millennials<br />Conventional<br />Confident<br />Special<br />Sheltered<br />Pressured<br />Achieving<br />Team Oriented<br />
  14. 14. Demographic Changes Advantageous to Millennials<br />Older parents.<br />Smaller families = more resources & more parental time.<br />More firstborns (roughly 40%) and singletons (approximately 10%).<br />More parental education – 1 in 4 Millennials have at least 1 parent with a 4 year degree or higher.<br />Slowing down of the family break-up.<br />
  15. 15. Economic Climate for Millennials<br />During the past 10 years* (up to 9/11) <br />there have been only 2 weeks of interruptions <br />of the cycle of prosperity whereas other<br />generations will have experienced periods of <br />9 to 10 weeks at a time.<br />
  16. 16. Increasingly Diverse<br />34% of Millennials <br />are Black, Hispanic, <br />Asian or Native<br />American.<br />89% of them have <br />already been on-<br />line, a virtual <br />environment where <br />races does not exist.<br />
  17. 17. Debt Load<br />The average undergraduate student leaves us with $20,000 in student loan debt. <br />The average graduate student leaves us with $45,000 in student load debt.<br />The average credit card debt for college graduates is approximately $7,000.<br />(Draut, Tamara. 2005. Strapped: Why American’s 20- and 30-Somethings Can’t Get Ahead.)<br />
  18. 18. Indiana Student Debt<br />The average student loan debt in 2008 was $23,000 with the Indiana average = $21,283<br />Indiana is 17th in the nation for the amount of student loan debt per student<br />
  19. 19. Millennial Credit Card Debt<br />In 2004 the average amount of credit card debt = $3,000<br />10% of Millennials owe at least $7,000<br />78% of students have 1 credit card<br />32% have 4 or more<br />
  20. 20. What trends do we see in Millennials?<br />They aren’t chart and graph oriented so make info pragmatic.<br />Less hostile.<br />Less rebellious than their predecessors.<br />More practical-minded.<br />More guarded and private about their intellectual beliefs.<br />more…<br />
  21. 21. Additional trends…<br />May tend to be more respectful of authority.<br />May be more reticent about public disputation.<br />Less individualistic and more inclined to value “team over self, duties over rights, honor over feeling, action over words.”<br />“Millennials feel more of an urge to homogenize, to celebrate ties that bind rather than differences that splinter.”<br />
  22. 22. Clashpoints on Feedback(Lancaster & Stillman, 2003, Pg. 255)<br />“No news is good news.” veterans<br />“Feedback once a year, with lots of documentation!” boomers<br />“Sorry to interrupt, but how am I doing?” gen xers<br />“Feedback whenever I want it at the push of a button.” millennials<br />
  23. 23. Clashpoints & Career Goals(Lancaster & Stillman, 2003, pg. 55)<br />“Build a legacy.” veterans <br />“Build a stellar career.” boomers <br />“Build a portable career.” gen xers<br />“Build a parallel career.” millennials<br />
  24. 24. Clashpoints around Rewards(Lancaster & Stillman, 2003, pg. 77)<br />“The satisfaction of a job well done.” veterans <br />“Money, title, recognition, the corner office.” boomers<br />“Freedom is the ultimate reward.” gen xers<br />“Work that has meaning for me.” millennials<br />
  25. 25. Clashpoints around Job Changing(Lancaster & Stillman, 2003, pg. 242)<br />“Job changing carries a stigma.” veterans<br />“Job changes puts you behind.” boomers <br />“Job changing is necessary.” gen Xers <br />“Job changing is part of my daily routine.” millennials<br />
  26. 26. Levels of Response to Generational Disconnects(Raines, 2003, Pg. 37)<br />Level 1: Acknowledge it and let it go.<br />Level 2: Change your behavior.<br />Level 3: Use a generational template to talk it over.<br />
  27. 27. Six Strategies to Connect Different Generations(Raines, 2003, pg. 50)<br />Initiate conversations about generations.<br />Ask people about their needs and preferences.<br />Offer options.<br />Personalize your style. (Use Titanium Rule.)<br />Build on strengths.<br />Pursue different perspectives.<br />
  28. 28. Messages to Motivate(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)<br />Veterans<br />“Your experience is respected here.<br />“It’s valuable to the rest of us to hear what has – and hasn’t – worked in the past.”<br />“Your perseverance is valued and will be rewarded.”<br />Boomers<br />“You’re important to our success.”<br />You’re valued here.”<br />“Your contribution is unique and important.”<br />“We need you.”<br />“I approve of you.”<br />“You’re worthy.”<br />
  29. 29. Messages to Motivate 2(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.)<br />Gen Xers<br />“Do it your way.”<br />“We’ve got the newest hardware and software.”<br />“There aren’t a lot of rules here.”<br />“We’re not very corporate.”<br />Millennials<br />“You’ll be working with other bright, creative people.”<br />“Your boss is in her (or his) sixties.”<br />“You and your coworkers can help turn this company around.”<br />“You can be a hero here.”<br />
  30. 30. Why they leave…(Raines, 2003, Connecting Generations, pg. 121-122)<br />Veterans<br />Physical reasons<br />Inconsistent enforcement of policies and procedures<br />Boomers<br />Burnout<br />Didn’t feel they could make a contribution<br />Gen Xers<br />Inability to get ahead without becoming managers<br />Opportunities with other organizations – particularly with ones that help build resumes<br />Millennials<br />Job doesn’t meet expectations<br />Job is repetitive or boring, without challenges and opportunities for development<br />
  31. 31. Why they stay…(Raines, 2003, Connecting Generations, pg. 122)<br />Veterans<br />Loyalty to employer and customers<br />Good schedule, reasonable hour<br />Boomers<br />Making a difference<br />Xers<br />Autonomy<br />Good Schedule<br />Time off<br />Millennials<br />Professional growth<br />Personal satisfaction<br />
  32. 32. 7 Attributes of flexible supervision(Zempke, Raines, Filipczak. 2000. pg. 157-158)<br />1. Their supervisory style is not fixed.<br />2. Their leadership style is situationally varied.<br />3. They depend less on positional than personal power.<br />4. They know when and how to make personal policy exceptions, without causing a team riot.<br />
  33. 33. 7 Attributes (continued)<br />5. They are thoughtful when matching individuals to a team or a team or individual to an assignment.<br />6. They balance concern for tasks and concern for people. They are neither slave drivers nor country club managers.<br />7. They understand the elements of trust and work to gain it from their employees. They are perceived as fair, inclusive, good communicators, and competent in their own right.<br />
  34. 34. References<br />Deal, Jennifer J. (2007). Retiring the generation gap: How employees young and old can find common ground. John Wiley & Sons, Inc. San Francisco, CA. ISBN 13: 978-0-7879-8525-7.<br />Draut, Tamara (2005). Strapped: Why America’s 20- and 30-Somethings Can’t Get Ahead. ISBN 0-385-51505-7. <br />Howe, N. & Strauss, W. (2003). Millennials Go To College. American Association of Collegiate Registrars and Admissions Officers and LifeCourse Associates. ISBN 1-578-58033-1.8<br />
  35. 35. Gravett, Linda & Throckmorton, Robin. (2007). Bridging the Generational Gap: How to Get Radio Babies, Boomers, Gen Xers, and Gen Yers to Work Together and Achieve More. Career Press, Franklin Lakes, NJ. ISBN-13: 978-1-56414-898-8 <br />Howe, N. & Strauss, W. Millennials Rising: The next great generation. New York: A Vintage Original, September 2000.<br />Lancaster, L., & Stillman, D. (2002). When generations collide: Who they are. Why they clash. How to solve the generational puzzle at work. HarperCollins Publishers, Inc. ISBN: 0-06-662106-2.<br />Marano, Hara Estroff (2008). A nation of wimps: The high cost of invasive parenting. Broadway Books, NY, NY. ISBN: 978-0-7679-2403-0.<br />
  36. 36. Raines, Claire. (2003). Connecting Generations: The sourcebook for a new workplace. Crisp Publications, Inc. Menlo Park, California. ISBN: 1-56052-693-9. <br />Raines, Claire. (1997). Beyond Generation X: A practical guide for managers. Crisp Publications, Inc., Menlo Park, California. ISBN: 1-56052-448-9.<br />Rosen, Christine. (2007). Virtual Friendship and the New Narcissism. The New Atlantis.<br />Shepard, Steven. (2004). Managing the Millennials. Consultative Education in Global Telecommunications.<br />Wendover, Robert. (2007). Crossing the generational divide from Boomers to Zoomers. National Press Publications, Shawnee Mission, KS. ISBN: 1555824509.<br />Zemke, R., Raines, C., & Filipczak, B. Generations at work: Managing the clash of veterans, boomers, xers, and nexters in your workplace. New York: American Management Association, 2000. ISBN 0-8144-0480-4.<br />

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