This document discusses generational differences and the power of multiple generations. It provides profiles of four generations - Traditionalists, Baby Boomers, Generation X, and Generation Y. Each generation is defined by their demographic characteristics and influences during their formative years. Their work preferences, leadership styles, and strengths are also profiled. The document advocates understanding generational differences and learning from one another through a process called "feedforward" rather than judgment. It promotes interactive workshops to help teams and organizations harness the power of multiple generations.

1. The Power of
Multiple Generations
Twitter.com/LindaDeLuca
www.Azione-Scopo.com
www.LinkedIn.com/in/LindaDeLuca

2. about me

3. Linda DeLuca
avatar
Me

4. grew up here…

5. received my education here, here, and here…

6. Deb Denis Consulting
I collaborate, partner, and work with these organizations…

7. I engage, participate, and connect here…

8. I am founder and president here…

10. awareness
awareness

11. traditionalist boomer
ages 64-87 ages 45-63
gen X gen Y
ages 29-44 ages 9-28

12. generational
voices
traditionalist boomer
ages 64-87 ages 45-63
gen X gen Y
ages 29-44 ages 9-28

16. Do unto others keeping their
preferences in mind.

18. gen·er·a·tion [jen-uh-rey-shuh n]
–noun
1. a group of individuals born and living at the same
time
2. A group of generally contemporaneous
individuals regarded as having common
cultural or social characteristics and
attitudes
3. group of individuals, most of whom are the same
approximate age, having similar ideas,
problems, attitudes, etc.

19. Age ≠ Generation

24. generalization stereotype
• Flexible
• Rigid
• Does not apply to
• Applies to everyone in the
everyone
group
• Guideline/way to begin to
understand others

25. Traditionalist Baby Boomer
8% 44%
Gen X
34% Gen Y
14%

26. What Generation Am I?

27. Generational Profiles
demographics influences
work preferences strengths

28. demographics influences
Born 1922 – 1945 FDR
75 million John Wayne
8% of workforce Pearl Harbor
Midway
Post depression
traditionalist
ages 64-87 World War II
In a word work preferences strengths
(or few) Leadership: Fair, consistent, Hard working
clear, direct, respectful stable
Patriotic
Hard-working loyal
Loyal Outlook: Practical thorough, detail-oriented
focused
Work ethic: Dedicated emotional maturity

29. demographics influences
Born 1946 – 1964 MLK
80 million Gloria Steinem
44% of workforce Woodstock
Watergate
Television
explosive consumerism boomer
Women’s and human rights ages 45-63
work preferences strengths
Leadership: treat as equals, Team perspective In a word
warm & caring, mission- (or few)
Dedicated
defined, democratic Experienced
approach Idealistic
Knowledgeable Competitive
Service-oriented
Outlook: Optimistic
Work ethic: Driven

30. demographics influences
Born 1965 – 1980 Bill Gates
46 million Bill Clinton
34% of workforce World wide web
gen X
Latchkey kids
ages 29-44
AIDs
Media Explosion
In a word
(or few) work preferences strengths
Leadership: Direct, Independent
Self-reliant Competent, Genuine, Adaptable
Independent Informal, Reliable, Results- Creative
oriented, Supportive of
learning opportunities Techno-literate
Willing to challenge status
quo
Outlook: Skeptical
Work ethic: Balanced

31. demographics influences
Born 1981 – 2000 Family / parents
76 million Columbine
14% of workforce (and 9/11
growing) Information: whatever, gen Y
wherever, whenever ages 9-28
Born Digital
In a word
(or few)
work preferences strengths
Leadership: motivational, Optimistic Realistic
collaborative, positive, Able to multitask Smart
educational, organized, Tenacious
Tech-Savvy
achievement-oriented, able
to coach Techno-savvy
Driven to learn and grow
Outlook: Hopeful Team-oriented
Socially responsible
Work ethic: Determined

32. Your Generational Profile
(select A,B,C, or D on each of the following 10 slides)

33. 1. Work Ethic
A. B.
Dedicated Driven
C. D.
Balanced Determined

34. 2. View of Work
A. B.
Hard work is good in Meet or surpass one’s
itself own expectations of
success
C. D.
Work considered self- Work synonymous with
fulfillment continuous learning and
change

35. 3. Work / Life Balance
A. B.
Very interested in Is this workaholic lifestyle
flexible hours worth it? Are the rewards
worth the cost?
C. D.
Balance is very Choose better lifestyle
important. Willing to over promotion
sacrifice to it but only
occasionally.

36. 4. View of Authority
A. B.
Respectful Love / hate
C. D.
Unimpressed Polite

37. 5. Leadership by
A. B.
Hierarchy Consensus
C. D.
Competence Pulling together

38. 6. On Teamwork
A. Not in it for individual B. Everyone works until
recognition. Work is all the work is finished.
done in proximity to one Long / hard hours.
another. Committed to each other.
C. Teams are not D. What will I get out of
defined by proximity; this team?
each person has a
unique role.

39. 7. View of Change
A. B.
Get it over with Create it
C. D.
Make it work for you Inevitable and increasing
in pace

40. 8. Career
A. B. Competitive wage
Fair wage Stable employment in
Stable employment meaningful work
Secure retirement Comfortable and
“interesting” retirement
C. D. Wealth accumulation
Wealth opportunities
Work-life balance Indulge interests and
Early Retirement curiosities
Expect to work in
retirement

41. 9. About feedback
A. B.
No news is good news Feedback once a year
with lots of
documentation
C. D.
Lots of positive Instantaneous and
feedback, frequently constant feedback

42. 10. Motivation
A. Let me know my B. Promote and support
experience is valued lifelong learning, give me
and provide stability public recognition and
and security where provide visible perks.
possible.
C. Support me in D. Provide me with
staying on the forefront opportunities to
of technology, provide contribute, collaborate,
continuous training, and engage. Listen to my
opportunities to work ideas, coach me.
with diverse teams.

43. Totals
A B
C D

45. Learn from one another,
not become another

46. FEEDFORWARD
Let go of the past
Listen to suggestions without judging

47. FEEDFORWARD in Action
Role 1 Goal: Learn As Much As You Can
• Describe the generational situation want to change
• Ask for feedforward
• Listen, take notes, say “Thank you”
Role 2 Goal: Help As Much As You Can
• Ask what they would like to change
• Provide 2 feedforward suggestions
• Say “Your welcome”

48. Make The Commitment!

49. Interactive Workshops Available
for your team and organization:
The Power of
Multiple Generations
Coaching & Managing Across
Multiple Generations
Custom Developmental
Workshops

50. Linda.DeLuca@Azione-Scopo.com
Twitter.com/LindaDeLuca
www.Azione-Scopo.com
www.LinkedIn.com/in/LindaDeLuca