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UnderstandingMultigenerationalCommunication,[object Object],Carol Hagans, Ph.D., HSPP,[object Object],www.carolhagans.com,[object Object]
Generational Breakdownhttp://www.dkosopedia.com/wiki/Generations,[object Object],GI & Silent Generation (1901-1942)Approximately 5% of workforce,[object Object],Baby Boom  (1943 – 1960)Approximately 45% of workforce,[object Object],Generation X  (1961 – 1980)Approximately 45% of workforce,[object Object],Millennials  (1980/82 – 2000/02),[object Object],Approximately 5% of workforce,[object Object],Homeland Generation 2004 – 2025?,[object Object]
Clues that Broadcast Preferences,[object Object],Clothes,[object Object],Eye contact,[object Object],Office,[object Object],Posture and body language,[object Object],Tempo,[object Object],Topics of conversation,[object Object],Voice,[object Object],Word choice,[object Object],(Raines, 2003, Connecting Generations, pg. 39),[object Object]
Veterans	Boomers	Xers		Millennials,[object Object],OutlookPractical	Optimistic	Skeptical	Hopeful,[object Object],Work Ethic	Dedicated	Driven		Balanced	Determined,[object Object],View of,[object Object],Authority	Respectful	Love/hate	Unimpressed	Polite,[object Object],Leadership byHierarchy	Consensus	Competence	Pulling tog,[object Object],RelationshipsPersonal	Personal	Reluctant to	Inclusive,[object Object],			sacrifice	gratification	commit	,[object Object],TurnoffsVulgarity	Political	Cliché, hype	Promiscuity,[object Object],incorrectness	 (Zemke, Raines, Filipczak. 2000. pg. 155),[object Object]
Shifting Our Perception,[object Object],The Golden Rule:,[object Object],Do unto others as ,[object Object],you would have ,[object Object],them do unto you.,[object Object],(assumes similarities),[object Object],Titanium Rule:,[object Object],Do unto others, ,[object Object],keeping their ,[object Object],preferences in ,[object Object],mind.,[object Object],(accepts diversity),[object Object],Raines, 2003, pg. 34.,[object Object]
Generational Values,[object Object],GI/Silents,[object Object],Boomers,[object Object],Dedication/sacrifice,[object Object],Conformity,[object Object],Respect for authority,[object Object],Delayed reward,[object Object],Duty before pleasure,[object Object],Hard work,[object Object],Law and order,[object Object],Patience,[object Object],Honor,[object Object],Adherence to rules,[object Object],Optimism,[object Object],Personal gratification,[object Object],Personal growth,[object Object],Work,[object Object],Team orientation,[object Object],Health and wellness,[object Object],Youth,[object Object],Involvement,[object Object],Zempke, Raines, Filipczak (2000).  Pgs. 30, 68, 98, 132.,[object Object]
Generational Values,[object Object],Gen Xers,[object Object],Millennials,[object Object],Diversity,[object Object],Balance,[object Object],Fun,[object Object],Self-reliance,[object Object],Thinking globally,[object Object],Technoliteracy,[object Object],Informality,[object Object],Pragmatism,[object Object],Optimism,[object Object],Confidence,[object Object],Sociability,[object Object],Street smarts,[object Object],Civic duty,[object Object],Achievement,[object Object],Morality,[object Object],Diversity	,[object Object],Zempke, Raines, Filipczak (2000).  Pgs. 30, 68, 98, 132.,[object Object]
Generational Clashpoints(Lancaster & Stillman, 2003, Pages 30-31.),[object Object],“chain of command” veterans,[object Object],“change of command”  boomers,[object Object],“self-command”  gen xers,[object Object],“don’t command – collaborate!”  millennials,[object Object]
Multigenerational workplace american legion workshop may 3 2010
Multigenerational workplace american legion workshop may 3 2010
Technology Veterans:,[object Object],[Forrester Research]: “The net powered generation has internalized the Internet and uses it instinctively.”,[object Object],[Fortino Group Research]:  Current 10-17 year olds will spend 1/3 of their lives (23 years) on the Internet.,[object Object]
Multigenerational workplace american legion workshop may 3 2010
Seven Attributes of Millennials,[object Object],Conventional,[object Object],Confident,[object Object],Special,[object Object],Sheltered,[object Object],Pressured,[object Object],Achieving,[object Object],Team Oriented,[object Object]
Demographic Changes Advantageous to Millennials,[object Object],Older parents.,[object Object],Smaller families = more resources & more parental time.,[object Object],More firstborns (roughly 40%) and singletons (approximately 10%).,[object Object],More parental education – 1 in 4 Millennials have at least 1 parent with a 4 year degree or higher.,[object Object],Slowing down of the family break-up.,[object Object]
Economic Climate for Millennials,[object Object],During the past 10 years* (up to 9/11) ,[object Object],there have been only 2 weeks of interruptions ,[object Object],of the cycle of prosperity whereas other,[object Object],generations will have experienced periods of ,[object Object],9 to 10 weeks at a time.,[object Object]
Increasingly Diverse,[object Object],34% of Millennials ,[object Object],are Black, Hispanic, ,[object Object],Asian or Native,[object Object],American.,[object Object],89% of them have ,[object Object],already been on-,[object Object],line, a virtual ,[object Object],environment where ,[object Object],races does not exist.,[object Object]
Debt Load,[object Object],The average undergraduate student leaves us with $20,000 in student loan debt. ,[object Object],The average graduate student leaves us with $45,000 in student load debt.,[object Object],The average credit card debt for college graduates is approximately $7,000.,[object Object],(Draut, Tamara. 2005.  Strapped:  Why American’s 20- and 30-Somethings Can’t Get Ahead.),[object Object]
Indiana Student Debt,[object Object],The average student loan debt in 2008 was $23,000 with the Indiana average = $21,283,[object Object],Indiana is 17th in the nation for the amount of student loan debt per student,[object Object]
Millennial Credit Card Debt,[object Object],In 2004 the average amount of credit card debt = $3,000,[object Object],10% of Millennials owe at least $7,000,[object Object],78% of students have 1 credit card,[object Object],32% have 4 or more,[object Object]
What trends do we see in Millennials?,[object Object],They aren’t chart and graph oriented so make info pragmatic.,[object Object],Less hostile.,[object Object],Less rebellious than their predecessors.,[object Object],More practical-minded.,[object Object],More guarded and private about their intellectual beliefs.,[object Object],more…,[object Object]
Additional trends…,[object Object],May tend to be more respectful of authority.,[object Object],May be more reticent about public disputation.,[object Object],Less individualistic and more inclined to value “team over self, duties over rights, honor over feeling, action over words.”,[object Object],“Millennials feel more of an urge to homogenize, to celebrate ties that bind rather than differences that splinter.”,[object Object]
Clashpoints on Feedback(Lancaster & Stillman, 2003, Pg. 255),[object Object],“No news is good news.”  veterans,[object Object],“Feedback once a year, with lots of documentation!”  boomers,[object Object],“Sorry to interrupt, but how am I doing?”  gen xers,[object Object],“Feedback whenever I want it at the push of a button.” millennials,[object Object]
Clashpoints & Career Goals(Lancaster & Stillman, 2003, pg. 55),[object Object],“Build a legacy.”  veterans ,[object Object],“Build a stellar career.”  boomers ,[object Object],“Build a portable career.”  gen xers,[object Object],“Build a parallel career.”  millennials,[object Object]
Clashpoints around Rewards(Lancaster & Stillman, 2003, pg. 77),[object Object],“The satisfaction of a job well done.”  veterans ,[object Object],“Money, title, recognition, the corner office.”  boomers,[object Object],“Freedom is the ultimate reward.”  gen xers,[object Object],“Work that has meaning for me.”  millennials,[object Object]
Clashpoints around Job Changing(Lancaster & Stillman, 2003, pg. 242),[object Object],“Job changing carries a stigma.”  veterans,[object Object],“Job changes puts you behind.”  boomers ,[object Object],“Job changing is necessary.”  gen Xers ,[object Object],“Job changing is part of my daily routine.”  millennials,[object Object]
Levels of Response to Generational Disconnects(Raines, 2003, Pg. 37),[object Object],Level 1:  Acknowledge it and let it go.,[object Object],Level 2:  Change your behavior.,[object Object],Level 3:  Use a generational template to talk it over.,[object Object]
Six Strategies to Connect Different Generations(Raines, 2003, pg. 50),[object Object],Initiate conversations about generations.,[object Object],Ask people about their needs and preferences.,[object Object],Offer options.,[object Object],Personalize your style.  (Use Titanium Rule.),[object Object],Build on strengths.,[object Object],Pursue different perspectives.,[object Object]
Messages to Motivate(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.),[object Object],Veterans,[object Object],“Your experience is respected here.,[object Object],“It’s valuable to the rest of us to hear what has – and hasn’t – worked in the past.”,[object Object],“Your perseverance is valued and will be rewarded.”,[object Object],Boomers,[object Object],“You’re important to our success.”,[object Object],You’re valued here.”,[object Object],“Your contribution is unique and important.”,[object Object],“We need you.”,[object Object],“I approve of you.”,[object Object],“You’re worthy.”,[object Object]
Messages to Motivate 2(Zempke, Raines, Filipczak, 2000, pgs 49, 77, 113, 145.),[object Object],Gen Xers,[object Object],“Do it your way.”,[object Object],“We’ve got the newest hardware and software.”,[object Object],“There aren’t a lot of rules here.”,[object Object],“We’re not very corporate.”,[object Object],Millennials,[object Object],“You’ll be working with other bright, creative people.”,[object Object],“Your boss is in her (or his) sixties.”,[object Object],“You and your coworkers can help turn this company around.”,[object Object],“You can be a hero here.”,[object Object]
Why they leave…(Raines, 2003, Connecting Generations, pg. 121-122),[object Object],Veterans,[object Object],Physical reasons,[object Object],Inconsistent enforcement of policies and procedures,[object Object],Boomers,[object Object],Burnout,[object Object],Didn’t feel they could make a contribution,[object Object],Gen Xers,[object Object],Inability to get ahead without becoming managers,[object Object],Opportunities with other organizations – particularly with ones that help build resumes,[object Object],Millennials,[object Object],Job doesn’t meet expectations,[object Object],Job is repetitive or boring, without challenges and opportunities for development,[object Object]
Why they stay…(Raines, 2003, Connecting Generations, pg. 122),[object Object],Veterans,[object Object],Loyalty to employer and customers,[object Object],Good schedule, reasonable hour,[object Object],Boomers,[object Object],Making a difference,[object Object],Xers,[object Object],Autonomy,[object Object],Good Schedule,[object Object],Time off,[object Object],Millennials,[object Object],Professional growth,[object Object],Personal satisfaction,[object Object]
7 Attributes of flexible supervision(Zempke, Raines, Filipczak. 2000. pg. 157-158),[object Object],1. Their supervisory style is not fixed.,[object Object],2. Their leadership style is situationally varied.,[object Object],3. They depend less on positional than personal power.,[object Object],4. They know when and how to make personal policy exceptions, without causing a team riot.,[object Object]
7 Attributes (continued),[object Object],5. They are thoughtful when matching individuals to a team or a team or individual to an assignment.,[object Object],6. They balance concern for tasks and concern for people.  They are neither slave drivers nor country club managers.,[object Object],7. They understand the elements of trust and work to gain it from their employees.  They are perceived as fair, inclusive, good communicators, and competent in their own right.,[object Object]
References,[object Object],Deal, Jennifer J.  (2007).  Retiring the generation gap:  How employees young and old can find common ground.  John Wiley & Sons, Inc. San Francisco, CA.  ISBN 13:  978-0-7879-8525-7.,[object Object],Draut, Tamara (2005).  Strapped:  Why America’s 20- and 30-Somethings Can’t Get Ahead. ISBN 0-385-51505-7. ,[object Object],Howe, N. & Strauss, W.  (2003).  Millennials Go To College.  American Association of Collegiate Registrars and Admissions Officers and LifeCourse Associates.  ISBN 1-578-58033-1.8,[object Object]
Gravett, Linda & Throckmorton, Robin.  (2007).  Bridging the Generational Gap:  How to Get Radio Babies, Boomers, Gen Xers, and Gen Yers to Work Together and Achieve More.  Career Press, Franklin Lakes, NJ.  ISBN-13: 978-1-56414-898-8  ,[object Object],Howe, N. & Strauss, W.  Millennials Rising:  The next great generation.  New York:  A Vintage Original, September 2000.,[object Object],Lancaster, L., & Stillman, D.  (2002).  When generations collide:  Who they are.  Why they clash.  How to solve the generational puzzle at work.  HarperCollins Publishers, Inc.  ISBN:  0-06-662106-2.,[object Object],Marano, Hara Estroff (2008).  A nation of wimps:  The high cost of invasive parenting.  Broadway Books, NY, NY. ISBN:  978-0-7679-2403-0.,[object Object]
Raines, Claire.  (2003).  Connecting Generations:  The sourcebook for a new workplace.  Crisp  Publications, Inc. Menlo Park, California.  ISBN: 1-56052-693-9. ,[object Object],Raines, Claire.  (1997).  Beyond Generation X:  A practical guide for managers. Crisp Publications, Inc., Menlo Park, California.  ISBN: 1-56052-448-9.,[object Object],Rosen, Christine.  (2007).  Virtual Friendship and the New Narcissism.  The New Atlantis.,[object Object],Shepard, Steven.  (2004).  Managing the Millennials.  Consultative Education in Global Telecommunications.,[object Object],Wendover, Robert.  (2007).  Crossing the generational divide from Boomers to Zoomers.  National Press Publications, Shawnee Mission, KS.  ISBN:  1555824509.,[object Object],Zemke, R., Raines, C., & Filipczak, B. Generations at work: Managing the clash of veterans, boomers, xers, and nexters in your workplace.   New York:  American Management  Association, 2000.  ISBN 0-8144-0480-4.,[object Object]

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