With four generations in the workplace and five in the marketplace, the days of “one size fits all” and “treat everyone the same” are gone as we are learning to respect the needs and desires of the individual. More than ever, effective leadership (at all levels) is critical to your organization’s success. Today’s highly diverse workforce recognizes the value of collaboration and innovation. Leaders need tools to help them create an environment of generational harmony, building trust along the way increasing productivity, and innovation. Knowing how to encourage the members of each generation to share their knowledge is critical to your organization’s success giving you the Generational Advantage.

1. THE GENERATIONAL ADVANTAGE

3. Tex
t
Not a
Mini-YOU

4. BUILEBUILE
BUILDING TRUST IN A
MULITGENERATIONAL WORLD

5. Tex
t
EachGenerationSeesthe World
fromtheirPerspective

6. Which generation are you?
w
w
karen@KarenMcCullough.com

7. Lack of GenerationalAwareness
gets in the way
of our ability to connect…
HURTING SALES

8. CallWrite me Call me Email me Text me

9. We Communicate and sell to
with people
the way
we want to be communicated
with and sold to…

12. Get curious about what
you don’t
understand

13. Show up where they
will notice
not where you are
comfortable

14. Shift
Mindset

15. fixed
mindset
growth
mindset
I’ve got this -
I know how things
work .
There are new and
different ways-
I am open to
hearing what you
have to say
STAY SMART

16. Traditionalis
tborn before
1946

17. Traits of
Traditionalist
Self- discipline
Loyalty
STAY WITH YOU….
Frugal
Reputation Matters
Respect

18. The Changing Image of Aging
Out: Old
IN: “EXPERIENCED”
value their contribution
Focus on their skills and experience –
legacy
Roles of mentorship and leadership
Ask and listen to their story.

19. Boomers1946 - 1964

20. Traits of the
Boomer
Hard Working - Dedicated
Masters of Relationships,
Highly Motivated
Values Independence - Lone Ranger
“Just Do It” Style

21. Selling to
Boomers
How do they want to
communicate?
Informed not Persuaded
Trust-Referrals-
Testimonials
Hurry Up! Ask good
questions

22. Gen-X
1965 - 1980 Dot-Com
Generation
Gen X

23. Gen X
Work-Life Balance
Innovative and Creative
Self Reliant and Practical
Independent and Adaptable
Questioning and Cynical
Seeks Acknowledgement
Loyal to People not Organizations

24. Gen X
Do all of their research and shopping and purchasing online.
#Stalkers
Little trust in advertising and hype
My time is important- don’t have time for Chit Chat…bottom line it
Do their own research
They’re researching, comparing, and sharing online
Email and Texting
How to sell, communicate, and build
relationships with Gen X

25. Millennials 1981 - 2000
Millennials are the most consistent
generation

26. Millennials
karen@KarenMcCullough.com
Corporations like LinkedIn and Oracle
are now hiring an army of “millennial consultants”
who charge as much as $20,000 an hour
for their expertise on how to
manage and market to young people.

28. Traits of the Millennials /
Gen Y
Enthusiastic and Bright
Innovative and Creative
Tech Savvy, Talented
Committed/loyal when dedicated to an idea, cause or
product
Highly Adaptable Crave Change and Challenges
Exceptional multi-taskers
Work/Life Integration
Purpose driven

29. Millennials are breaking into 2 different generational groups.One group is reaching all the traditional
markers of adulthood, just a few years
later than previous generations. They are
entering their wealth accumulation life
phase and commanding more power in
The other group of Millennials,
however, are not yet creating
“real-world traction”

30. Affluent
Technology
Media
Globalization
2008 Recession
Parents
k about how to marketing sell to Millennials, start with th

31. Millennials have a strong sense of individuality –“special”
They prefer customized solutions that take their individual needs into account.

32. Millennials to be appreciated for the
qualities they bring to work.
Feel respected by coworkers.
Flexibility!
To be seen as a person: Unique - Valued -
Important - and yes,
Special

33. Millennials want a learning work environment that motivates
them through leadership opportunities to make clear and
specific contributions.
Learn and Grow
They want open, constant communication from their boss (and
their boss’ boss, and so on…)
Access
Tell them where you see them in the organization…they want
to see a career path
Career
Path
Millennials want to know how their performance will be
measured. They like structures and systems and they want to
understand by what metrics they will be judged
Transparen
y

34. Tex
t

35. Gen Xers, Boomers, and Traditionalists
are starting to communicate, shop and buy
similarly to Millennials!

36. Evolution vs.
Revolution

38. Make it Fun
And make
it about
them.
Name
The
Generatio
n

39. Ray Charles

40. 1959

41. MC Hammer

42. 1990

43. Neil Diamond

44. 1969

45. Beyonce

46. 2009

47. Robert Mathew

48. 1989

49. Robin Thicke

50. 2012
The Lawsuit Song

51. Silentó

52. Gen Z - Your Future Co-
Workers and Volunteers

54. There is
Enough
Rock
For all of us