The document summarizes a presentation about generational differences in the workplace and best practices for training. It discusses four generations currently in the workforce (Traditionalists, Baby Boomers, Gen X, and Gen Y) and how their influences, learning styles, and expectations impact training. It provides tips for training design and delivery, including classroom training, coaching, mentoring, feedback, and stretch assignments. The presenters were Chris Osborn and Jessica Batz from BizLibrary who provided resources on managing a multigenerational workforce.

1. Wednesday, January 9, 2013
1:00 p.m. central

2. Presenters
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@BizLibrary

4. POLL QUESTION A. Traditionalist (1928-1946)
B. Baby Boomer (1946 – 1964)
What generation are C. Gen X (1965 – 1980)
you a part of? D. Gen Y (1980 – 2000)

5. POLL QUESTION A. Yes, coaching and
mentoring
Are you currently using B. Yes, feedback and
coaching
active and blended C. Yes, mentoring
learning in your D. Yes, something else or a
employee development combination
E. No, not yet
program?

6. POLL QUESTION A. Yes
B. No
Do you currently
conduct training on
generational
awareness?

7. What we’ll cover
4 Generations – who they are and what are their
motivations
Areas of conflict and influence
Best practices for training content and methods.

8. The Generations
U.S. Total Labor Force Participation by Generation, 2010
5.0%
Traditionalists (Born 1928-1945)
24.7%
Baby Boomers (Born 1946-1965)
39.0%
Generation X (born 1965-1980)
32.2%
Millenials/Gen Y (Born 1980 - 2000)
Source: Bureau of Labor Statistics, "Household Data, Not Seasonally Adjusted: Table A-13: Employment Status of
the Civilian Noninstitutional Population by Age, Sex, and Race" (2012).

9. The Facts: Generational Differences
Generations matter. Nearly three-quarters
of respondents agreed, not only that there
are important generational differences, but
also that they “sometimes” or “often”
pose challenges in the workplace.
Source: New Study: Generational Differences in the Workforce
Matter, HR.BLR.com

10. Generational Influences
Traditionalists Boomers Gen Xers Gen Ys
Linear work Structured Informal work Fluid work
style work style style style
Change = Change = Change = Change =
something’s caution potential improvement
wrong opportunity
Build a legacy Build a stellar Build a Build parallel
career portable career careers
Table Source: n-gen People Performance Inc. www.ngenperformance.com

11. In the Workplace
• Company culture
• Work/life balance
• Work ethic
• Expectations of authority
• Communication

12. • Prefer logical
sequences
• Need structure
• Prefer self-
direction and
privacy
Traditionalists: Born before 1946

13. • Passive learners
• Don’t like rigid
instruction
• Link to personal
experiences
Baby Boomers: Born 1946 - 1965

14. • Informal learner
• Give them
choices
• Self-directed
• Work/life balance
• Frequent
feedback
Generation X: Born 1965 - 1980

15. • Like to connect
• Need structure
• Strong sense of
entitlement
• Expect instant
feedback
Millennials/ Gen Y: Born 1980 - 2000

16. How do these influences,
pressures, conflicts and
differences impact my
employee training efforts?

17. Traditionalists Boomers Gen Xers Gen Ys
Training The hard way Too much and Required to keep Continuous
I’m outta here me and expected
Learning Style Classroom Facilitated Independent Collaborative
and
networked
Communication Top down Guarded Hub and spoke Collaborative
style
Problem-solving Hierarchical Horizontal Independent Collaborative
Decision-making Seeks approval Team informed Team included Team decided
Leadership style Command & Get out of the Coach Partner
control way
Feedback No news is good Once per year Weekly/daily On demand
news
Technology use Uncomfortable Unsure Unable to work Unfathomable
without it if not provided
Job changing Sets me back Sets me back Necessary Part of my
daily routine
Source: Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work
(HarperBusiness, 2002)

18. Training Challenges
• Learning styles
• Training expectations
• Technology
• Decision-making
• Problem-solving
• Leadership
• Feedback
• Transfer & application

19. Training Design & Delivery
By taking this high level organizational goal down to the level of an
individual HR manager, we can see where her skills can be improved,
and design an individual development plan focused on her specific
needs. The “ground up” design of her training program, helps ensure
that she is working to improve her skills in an area that directly supports
the high level organizational goal. This creates alignment.

20. Training Design & Delivery
Classroom Training Events
• Share valuable
experiences and
knowledge with younger
employees
• Foster a collaboration and
social learning
By taking this high level organizational goal down to the level of an
individual HR manager, we can see where her skills can be improved,
and design an individual development plan focused on her specific
needs. The “ground up” design of her training program, helps ensure
that she is working to improve her skills in an area that directly supports
the high level organizational goal. This creates alignment.

21. Diagram Source: Corbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational Technology

22. Training Modalities
Word Cloud created at wordle.net

23. Coaching
• Up and down
• Influence

24. Mentoring
Bonding younger and older workers

25. Giving Feedback
• Frequent and on-going
• Celebrate accomplishments

26. Stretch Assignments
Encourage employee engagement

27. Diagram Source: Corbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational Technology

28. Questions
Chris Osborn
cosborn@bizlibrary.com
Jessica Batz
jbatz@bizlibrary.com

29. Recommended Resources
Managing Workforce Generations:
Introduction to Cross-generational
Employees (elearning course)
Managing Workforce Generations:
Working with a Multigenerational Team
(elearning course)
Managing Workforce Generations:
Working with the 21st-century Generation
Mix (elearning course)
Employing Generation Why: Training
Young Minds (streaming video)
Generational Diversity (streaming video)
The Ageing Workforce (streaming video)

30. Free eBook Download

31. Sources and Additional Resources
• Bureau of Labor Statistics, "Household Data, Not Seasonally Adjusted: Table A-13:
Employment Status of the Civilian Noninstitutional Population by Age, Sex, and
Race" (2012).
• New Study: Generational Differences in the Workforce Matter, HR.BLR.com
• N-gen People Performance Inc. www.ngenperformance.com
• Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are.
Why They Clash. How To Solve the Generational Puzzle at Work (HarperBusiness,
2002)
• Images: gettyimages.com, google.com and sxc.hu
• 5 Methods for Social Leadership: Try Reverse Mentoring, Forbes