Understanding Generational Differences...Baby Boomers (including many teachers and school leaders)...
Transcript of Understanding Generational Differences...Baby Boomers (including many teachers and school leaders)...
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Understanding Generational DifferencesLearning to Work Together Through Our Differences
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Disclosures
• I DO NOT have proprietary, financial, professional or other personal interest with any Association, Foundation, medical equipment manufacturer, pharmaceutical company, or other applicable organization.
• The information presented here are generalizations the have some research validity, but it is known that not everybody fits exactly into a category.
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Understand Generational Differences
• For the first time in history, four generations are working side by side. Different values, experiences, styles, and activities create misunderstandings and frustrations
• By the year 2017, 72 million Baby Boomers (including many teachers and school leaders) will enter retirement in large numbers
• Generation X, a generation with different sensibilities and priorities than Boomers, will assume positions of leadership in schools and districts
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The Generational Divide (U.S. Population)
Traditionalists Born 1925-1945 50 millionGWAEA 6% (28)
Baby Boomers Born 1946-1964 80 millionGWAEA 70% (341)
Generation X Born 1965-1980 46 millionGWAEA 22% (110)
Generation Y/Millennials Born 1981-2006 76 millionGWAEA 2% (9)
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The Generational Divide (U.S. Population)
Those who are born within 2 to 3 years of the beginning/end of a generation are considered “Cuspers” and they will share some of the both generational qualities.
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Traditionalists (61+)
Influences Characteristics• Great Depression• Roaring 20’s• WWI and II• Korean War• GI Bill
• Patriotic loyal “waste not want not”
• Faith in institutions— one company career
• Military influenced top down approach
KEY WORD: LOYAL
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Traditionalists (61+)
• Value Logic and Discipline
• Don’t Like Change
• Want to Build a Legacy
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Baby Boomers (42-60)
Influences Characteristics
• Suburbia• TV• Vietnam, Watergate• Protests, Human Rights
Movement• Drugs & Rock ‘n Roll
• Idealistic
• COMPETITIVE
• Question Authority
KEY WORD: OPTIMIST
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Baby Boomers (42-60)
• “Me” Generation
• Money, Title, Recognition
• Want to Build A Stellar Career
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Generation X (26-41)
Influences Characteristics
• Sesame Street, MTV• Game Boy • PC• Divorce Rate Tripled• Latch Key Children
• Eclectic• Resourceful• Self-reliant• Distrustful of Institutions• Highly Adaptive to Change &
Technology
KEY WORD: SKEPTICISM
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Generation X (26-41)
• Possibly Most Misunderstood Generation
• Need a Balance Between Work and Life-Freedom
• Flexible and Motivated• Want to Build a Portable Career
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Generation Y/Millennials (up to 26)
Influences Characteristics
• Expanded Technology• Natural Disasters • Violence• Gangs• Diversity
• Globally Concerned• Realistic• Cyber Literate• Personal Safety is Number
One Concern
KEY WORD: REALISTIC
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Generation Y/Millennials (up to 26)
• Value Diversity/Change
• Been Involved Entire Life
• Want Work to be Meaningful
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Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation Y/Millennials “Build Parallel Careers”
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Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation Y/Millennials “Should Be Judged on Their Own Merit”
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Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation Y/Millennials “Work that has meaning”
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Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
Generation X “Job changing is necessary”
Generation Y/Millennials “Doesn’t need to be a straight line”
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Feedback
Traditionalists “No news is good news.”
Baby Boomers “Once a year whether needed or not.”
Generation X “So, how am I doing?”
Generation Y/Millennials “From virtual coach to touch of a button”
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Summarizing…Traditionalists Baby
BoomersGeneration X Millennials
BirthYears
Before 1945 1946-1964 1965-1980 1979-2006
Business Focus
Quality Long hours Productivity Contribution
Motivator Security Money Time off Time off
Company Loyalty
Highest High Low Low
Money is Livelihood Status symbol Means to an end
Today’s payoff
Value Family/Community Success Time Individuality
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What To Do? Traditionalists
• Consider engaging them as teachers, mentors, coaches.
• When they retire, consider re-hiring them as part-time project leaders and coaches.
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What To Do? Baby Boomers
Boomers are burning out with today’s workload and are not impressed with less ambitious Gen Xers.• Offer them flexibility,
authority and respect.• Challenge them to keep
growing (in their own way).
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What To Do? Gen Xers
Gen Xers don’t want to follow Boomers into burn out. They think Millennials need too much hand holding.• Manage them with a
coaching style--FAST feedback and credit for results.
• Push them to keep learning • just-in-time for every new
project.
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What To Do? Millennials
• Millennials feel that basics such as punctuality and dress code are less important.
• They want fair and direct managers who are highly engaged in their personal development.
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What To Do? Millennials
• Get to know their capabilities and put them in roles that push their limits.
• Treat them as professional colleagues and they will act like professionals.
• Keep them focused with speed, customization and interactivity.
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Credits
“When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work”
Lynne Lancaster and David Stillmanwww.generations.com
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Resources
More information about GWAEA leadership programs can be found at :
http://www.aea10.k12.ia.us/leadership/ldrshipdev.html
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Thank You