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Transcript of With Chuck Underwood. How Generations Happen 3 Truths 1. Formative years mold core values. 2. Five...
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with
Chuck Underwood
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How Generations Happen
3 Truths
1. Formative years mold core values.
2. Five living generations.
3. Generational values guide decisions.
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GenX
Birth Years: 1965 – 1981
Current Age: 27 to 43
# born: 58,541,842
Formative Years: ’70s, ’80s, ’90s
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GenX
“We’re not what
you thought.”
(1997)
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GenX
“all about survival”
Divorce
Time-poor parents
Permissiveness
Mobile Society
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GenX
“a rising tide of mediocrity…
that threatens our very future…”
A Nation At Risk1983
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GenX
“… disturbing inadequacies in
the way the educational process
is conducted”
A Nation At Risk1983
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GenX
Core Values
Independence
Self-reliance
Distance from older generations
Marriage is disposable
Us-Against-Them
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GenX
Media Isolation
Radio
Television
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GenX
From media togetherness to media isolation
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GenX
THE COMPUTER GENERATION
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GenX
Self-focused
Peer-focused
Appreciate parents’ hard work
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GenX
African-American X’ers
Post-Civil-Rights
Careers
Suburbs
Black/white gap shrinking
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GenX
The Cosby Show
1984 to 1992
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GenX
A Different World
1987 to 1993
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GenX
1986
MLK Holiday
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GenX
“Their mothers used drugs, and now it’s the children who suffer”
(1991)
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GenX
Strong female generation
Males seek identity, masculinity
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GenX
Fight Club (1999)
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GenX
TV spot - Secret Deodorant
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GenX
TV spot – Best Buy
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GenX
X’er Men: Female Denigration
Television programming
Advertising
Music
Video games
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GenX
TV spot – Miller Lite
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GenX
TV spot – Hummer
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GenX
Formative Years
Unimpressed with authority
Cynical towards older generations
Distrustful of major institutions
Disempowerment
Disengagement
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GenX
“How can we repair all the damage
we inherited?”
Winona Ryder
Reality Bites
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GenX
Today
Save the neighborhood
No ideology / pragmatic
Make marriage work
Be there for children
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GenX
“Why more young moms are opting out of the rat race”
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GenX
Xers In The Workplace
Creative, entrepreneurial
Self-reliant
Survival of the fittest
Technologically savvy
Time-efficient
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GenX
Xers In The Workplace
Individualistic, results-oriented
Self-focused rather than team
Don’t expect/promise loyalty
“Career free agents”
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GenX
Xers In The Workplace
Comfortable with change
At ease with co-worker diversity
Open-minded
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GenX
Xers In The Workplace
Career gender benders
Willing to work hard
Want to make money, succeed
Seek work/play balance
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GenX
Xers In The Workplace
Might be skeptical of elders
Might be skeptical of large organizations
View jobs as steppingstones, temporary
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GenX
Xers In The Workplace
Like start-ups, small firms
Might choose city first, then job
Might not socialize with co-workers
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GenX
Xers In The Workplace
Don’t buy “pay-your-dues”
Demanding: want it fast
Seek skill-building opportunities
Seek respect and input
What’s in it for me?
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GenX
Recruiting X’ers
Describe assignment in detail
Explain time demand !
Can you describe career path?
Be tech-forward
Enhance their skill-set
Reward individualism, creativity
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GenX
Managing X’ers
Offer mentoring
Give individual and specific feedback
Don’t dominate – let them in !
Build their “toolbox”
Quantify their performance
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GenX
Managing X’ers
Be alert for: attitude towards ethics
Be alert for: self-focus
Be alert for: cynicism, pessimism,
distrust
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GenX
Managing X’ers
Flexible schedules for parenting?
Number of single dads growing
Enhance maternity/paternity leave ?
Help them deal with time-poorness
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GenX
Managing X’ers
Teach accountability
Teach business courtesy
Teach interpersonal skills
Teach them about other generations
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GenX
Managing X’ers
Judge by merit, not seniority
Create fun atmosphere
Let them discover solutions their way
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GenX
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Millennials
Birth Years: 1982 – Present
Current Age: birth to 26
# Born: 80,000,000+
Formative Years: 1980s to 2010s
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Millennials
Optimistic and enthusiastic
Respectful of authority
Focused on education
Close relationship with parents
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Millennials
TV spot – Coca Cola
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Millennials
Grade pressure
Time pressure
Adult-supervised
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Millennials
Team players
Community-active
Declining teen social pathologies
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Millennials
“The September 11th Generation”
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Millennials
“Katrina”
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Millennials
High School Community Service
1984: 900,000 Students
2003: 6,200,000 Students
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Millennials
“Today’s teens are helping others in record numbers.”
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Millennials
TEEN SOCIAL PATHOLOGIES DECLINE WITH MILLENNIALS
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Millennials
Spirituality Rising
“Young people want to know something bigger than themselves.”
Marcus Robinson, college senior
TIME
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Millennials
Problems
Drug Use: Down, But Not Out
Sex Bombardment By Many Media
Adult-World Ethical Failures
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Millennials
“More college women regularly get drunk.”
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Millennials
Sex bombardment by commercial media
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Millennials
Adult world ethical & moral failures
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Millennials
“Schools react to recent spate of scandals”
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Millennials
Concerns
Over-parented?
Non-creative, non-risk-taking?
Over-stressed?
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Millennials
“Parents who hover too much…”
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Millennials
“My role models, confidantes, weekend buddies”
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Millennials
Grade Pressure
Not creative?
Not risk-taking?
Not independent thinking?
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Millennials
“Nearly 1 in 2 undergraduates will become severely depressed at some time during college…”
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Millennials
Growing rich–poor separation
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Millennials
“At every level of education, they’re falling behind.”
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Millennials
“Girls Are On A Tear.”
“Boys are falling behind.”
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Millennials
Nurtured
Feel Like A Generation
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Millennials
DO NOT CALL US
Generation Y
Echo Boomers
“Those names are upsetting. Nobody I know wants to use them.”
Leslie Milner, Millennial
Millennials Rising
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Millennials
“An Army Of One”
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Millennials
TV Spot – U. S. Army
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Millennials
“Extended Adolescence”
Live at home
Job Sampling
Have fun
Postpone marriage, parenthood
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Millennials
• College debt
• Credit card debt
• Job insecurity
• Will work 80+ yrs.
• What’s the rush?
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Millennials
Millennials At Work
Disciplined – good with deadlines
Comfortable with elders
Like team/group environment
Like – and need - clear goals, structure
Optimistic, good spirit
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Millennials
Millennials At Work
Tech-savvy
Want to do job well
Will become competitive career’ists
But seek “work-life integration”
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Millennials
Millennials At Work
Job security sounds pretty good
Old-line organizations appeal
Prefer diverse workforce
Not loyal – yet
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Millennials
Millennials At Work
Seek relevant, meaningful work NOW
Want in on creative decisions
Flawed sense of entitlement
Unrealistic expectations
Crave variety and change
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Millennials
Millennials At Work
Often distracted by technology
Seek highest authority, might ignore chain of command
Require lots of personal attention
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Millennials
Recruiting Millennials
Internships can be effective
Stress organization’s stability
Diversity-friendly
Commitment to individual
Stress civic involvement
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Millennials
Managing Millennials
Strong orientation to ensure good start
Fast immersion into the process
Give structure and clear rules
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Millennials
Managing Millennials
Teach realistic expectations
Soft? Might need “protection”
Reward them with more responsibility
Help them develop clear career path
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Millennials
Managing Millennials
Offer variety
Constant, specific feedback
Criticize them with kid gloves
Use their “we” approach
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Millennials
Managing Millennials
Personalize their work
Teach generational differences
Establish clear rules on tech use
Establish clear rules on dress code
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Millennials
Pro - labor?
Pro - union?
Anti - CEO?
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Millennials
Executive Excess ?
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Millennials
EPIDEMIC OF EXECUTIVE CORRUPTION
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Millennials
“That sucks.”
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Generational Strategy
1. Understand each generation’s unique formative years…
2. Understand each generation’s unique core values…
3. “Connect” with each generation in the workplace, marketplace, and living room.
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Nine Hours
Amazon.com
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Contact Chuck
The Generational Imperative, Inc.
Cincinnati
513 – 221 - [email protected]
www.genimperative.com