UNDERSTANDING GENERATIONAL DIFFERENCES · UNDERSTANDING GENERATIONAL DIFFERENCES 2014 ADMAN...
Transcript of UNDERSTANDING GENERATIONAL DIFFERENCES · UNDERSTANDING GENERATIONAL DIFFERENCES 2014 ADMAN...
UNDERSTANDING
GENERATIONAL
DIFFERENCES
2014 ADMAN Conference
Mikael Villalobos
Office of Campus Community Relations
Flow
Goals/Guidelines
Defining the Generations
Case Study
Similarities Across Generations
Managing Across Generations
Tips
Objectives
To understand the generational differences in values,
perspectives, and communication styles
To explore skills in effectively communicating and working
across generations
To explore ideas in creating work environments that
nurture everyone’s talents and ideas
Guidelines
Respect
Encourage Participation
Have FUN!
“I speak to be understood, not to convince you I am right. I listen to understand, not to formulate my rebuttal.”
-Hispanic Outlook Journal
Caveats
• Still a growing area of study
• Patterns of values in different generations
• Cultural considerations
• Baseline for understanding differences
Icebreaker
How would you like to be referred to by someone younger than you?
Growing up at home, what were some of your favorite TV or radio programs?
As a teenager, who were two of your favorite celebrities?
What is a movie that defines your generation?
Who are two historical figures you really admire?
What is an historic event that had a great impact on you? How would you describe that impact?
DEFINING THE
GENERATIONS
Generations at Work
Traditionalists (born before 1946)
Baby Boomers (1946 – 1964)
Generation X (1965 – 1981)
Millennials (1982 – 2000)
Generation Z/Digital Natives (born after 2000)
Source: Generations at Work (Zemke, Raines and Filipczak, 2000); When Generations Collide (Lancaster and Stillman, 2002)
Traditionalists
Believe in conformity, authority and rules
Values loyalty, discipline
View an understanding of history as a way to plan for the
future
Prefer hierarchical organizational structures
Faith in institutions
Reluctance to change
Baby Boomers
Long hours at the office; evenings and weekends
Building career over the long term
Loyalty to employer
Identity is defined by career
“Hanging tough” through difficult work situations and
policies
Being in charge; respecting authority
Generation X
Multi-tasking
Balance work and life; flexible working hours; job-sharing
Independent; see themselves as free agents
Comfortable with authority, but not impressed by titles
Technically competent
Importance of diversity in organizations
Millennials
Expressing themselves rather than defining themselves
through work
Multi-tasking…all the time
Unimpressed by authority
Flexibility in work hours and appearance; a relaxed work
environment; informality
Getting everything immediately
Technoliteracy
Balance of work and life
Entrepreneurial
Reflection
What do you like about your generation?
What are the values that are important to your
generation?
How do other generations perceive members of your
generation?
http://www.youtube.com/watch?v=wiIFWmyvZu4
Discussion
Which generations are the most prevalent in your
organization?
What do you perceive as the biggest differences you have
with others from different generations? Challenges?
What is it about other generations that you appreciate?
BOOK OF RULES
Case Study
What are the issues?
What elements may be related to generational
differences?
What are some ways the conflict may be addressed?
Managing Across Generations:
Play to the Strengths
• Be clear about desired expectations/results and the rewards that will be provided for high performance/productivity
• Communicate the impact and contribution they are making to the organization or team
• Express appreciation for dedication, hard work and long hours
Source: (2012 HR Beat: A Survey on the Pulse of Today’s Global Workforce)
Gen-Flexing
Gen-flexing means to treat and understand others from
different generations how they want to be treated.
It is about accepting and respecting differences.
Gen-flexing to
Other Generations
Finish these sentences:
I prefer to be treated…
What’s important to me is/are…
The one thing I would like other generations to know about my generation is…
Similarities (and Differences) Across
Generations • All generations place great importance on family
• The all want respect…but define respect differently • “Giving my opinions the weight they deserve” VS “Listen to me, pay attention to what I have to say”
• Leaders must be trustworthy
• Nobody likes change • Resistance to change has nothing to do with age, but with how much one stands to gain or lose as a
result of change
• Loyalty is important…but depends on context • Amount of hours one puts in each day has to do with the person’s level in the organization
• Loyalty isn’t defined by longevity
• Everyone wants to learn…training is important to do the job well
• Everyone likes feedback • Differences in how one prefers to receive feedback
Source: American Management Association
Tips
• Conflicts across generations usually is the result of miscommunication and misunderstanding
• Acknowledge different styles
• Vary methods to meet individual needs
• Encourage understanding
• Value every member of the team
“It is not our differences that divide us…
It is our inability to recognize, accept, and
celebrate those differences.”
Audre Lorde
THANK YOU!!!
Mikael Villalobos [email protected]