For years, Rotary clubs have heavily recruited the baby boomer and earlier generations. Rotary’s future effectiveness clubs will be largely determined by our success in diversifying on all levels

1. GENERATIONAL
DIVERSITY
IN ROTARY

2. Introduction
For years, Rotary clubs have heavily recruited the baby boomer and earlier
generations. Rotary’s future effectiveness clubs will be largely determined
by our success in diversifying on all levels.
To attract younger professionals, women, and different occupations to our
clubs, we adapt our activities and traditions to their needs and preferences.
Our success in attracting and retaining diverse members depends on our
ability to adapt

3. GENERATIONAL DIVERSITY

4. Objectives
• Identify characteristics and gain a better understanding
of the different generations in our club
• Improve communications and team work
• Accept personal responsibility in working together
• Provide tips and suggestions for overcoming
generational differences

5. Different Generations Members
• Traditionalists/Silent Generation/Matures
– 1925 – 1945 (89 – 69 years of age)
• Baby Boomers
– 1946 – 1964 (68 – 50 years of age)
• Generation X/Baby Busters/13th
Generation
– 1965 – 1981 (49 – 33 years of age)
• Millennials/Generation Y
– 1982 – 2000 (32 – 14 years of age)

6. Traditionalists – born before 1946
Common Values
The Mature Generation - includes
retirees and grandparents
These hard-working individuals
Loyal and mission-driven
Respect for authority
They expect defined job duties
Believe in following rules and
hierarchy
Resist Change
Frugality
Involving the Mature Generation in
Rotary
Use traditional communications
(phone, mail) versus only e-mail or the
Internet.
Stress the Rotary mission, Service
Above Self

7. Baby Boomers - 1946 to 1964
Common Values
Baby Boomers' key motivators are respect and
success.
They view work as part of self-identity
Willing to work hard for institutions which
appreciate them
They are team-oriented, sensitive to feedback
Driven by a sense of self-achievement
The social aspects of their work are important
Prefer telephone or face-to-face communication
Desire challenge and opportunity
Involving Baby Boomers in Rotary
Regularly provide recognition, including
public recognition
Emphasize teamwork and group camaraderie
in projects
Highlight recreational and social aspect of
projects that provide networking
opportunities
Ensure that their professional skills are
utilized and valued in their Rotary
involvement

8. Generation X – 1964 - 1980
Common Values
Fast-paced
Independent
Confident
Value personal time
Challenge the status quo
Loyal to staff leader
Involving Generation X in Rotary
They are motivated by immediate,
tangible results
They have an increased interest in
civic involvement
A high social self-confidence
They have the teamwork ethic
They need to know – ask questions

9. Millennials – 1981 to 1994
Common Values
Task oriented
Want options & choices
Expect attention/recognition
Expect feedback
Multitask through multimedia
Think “digital”/computer
They are impatient
 Prefer electronic communication.
 Do not like meetings.
 Many have not developed listening
skills
 taught to speak up
 Energetic
 Informal

10. Generational Challenges
• Poor communication
• Misunderstood attitudes and relationships
• Less engaged volunteers & club members
• Lack of motivation, initiative and team work
• Drop in meeting attendance
• Projects suffers

11. Bridging the Generational Gaps
Appreciate differences
Appreciate what you have in common
Accept and appreciate another’s perspective
Take responsibility for making your relationships better
Discuss expectations
Look for ways to cut bureaucracy and red tape
Keep up with technology
Make everyone feel included
Break the bonds of tradition

12. Thank you
Prepared by
Rotarian Solomon Imafidon
RC Ikoyi Metropolitan, Lagos Nigeria