Unlocking Secrets of Baby Boomers by CTR

Culture Transformation Resources, LLC * www.CTRConsultingServices.comBy Andre S. Harris, Culture Transformation Resources, LLC
WORKING EFFECTIVELY WITH BABY BOOMERS

Culture Transformation Resources, LLC * www.CTRConsultingServices.com
A CLOSER LOOK AT BABY BOOMERS.

BABY BOOMERS.
First Nuclear
Power Plant
Cuban Missile
Crisis
Vietnam War
John Glen Orbits
the Earth
The Civil Rights Act
JFK Assassination
Rosa Parks
Kent State
Massacre

BABY BOOMERS.
Optimism
Team
Orientation
Personal
Gratification
Health &
Wellness
Involvement Youth
Work
Personal
Growth
Brand Loyal

Oprah
Winfrey
Bono
Stevie
Wonder
Meryl
Streep
Johnny
Depp
Whoopi
Goldberg
Bill
Clinton
Madonna
Jay
Leno
Denzel
Washington
Steve
Jobs
Bill
Gates
BABY BOOMERS.

TV
Poodle
Skirts
Barbie
Dolls
Ed Sullivan
Show
Fallout
Shelters
Peace Sign
Mr. Potato
Head
Slinky
Elvis
Hula Hoops
BABY BOOMERS.

BIRTH YEARS & AGE.
TRADITIONALISTS 1925-1945
69+
years
BABY BOOMERS 1946-1964
50-68
years
GENERATION X 1965-1979 35-49
MILLENNIALS 1980-1996 18-34
Source: Gallup’s “State of the American Workplace” 2013

Source: Gallup’s “State of the American Workplace” 2013
IN THE WORKPLACE.

We are in the middle of a historic
evolutionary leap driven by digital innovation
and technology. It has created a
generational divide that holds both
promise and peril for leaders.
For the first time in U.S. history, we have
four separate generations working side-by-
side.
While there is no magic birth date that
makes a member of a specific generation,
one’s experience and sharing of history
h e l p s s h a p e a “ g e n e r a t i o n a l
personality” during their formative years.
When a generational
divide occurs at work, the
results can be:
•  Reduced productivity
•  Hiring challenges
•  Increased turnover
•  Decreased morale
•  Reduced profitability

“A lack of understanding across generations can
have detrimental effects on communication and
working relationships and undermine effective
services.”
-Constance Patterson, Ph.D.

HOW THEY DIFFER.
Social, Political & Economic
Influences
Family Structure & Influence
Education
Values / Morals
Work Ethic
Leadership Approach
Motivational Buttons
Communication Style
Interaction with Others
Approach to Feedback
View towards Company
Work vs. Personal Life
Desired Rewards
Financial Behaviors
Relationship with Technology
General Expectations

So much of what is going on in
our lives is seen through our
own generational lens.
C o m p a n i e s N E E D a
multigenerational workforce.
To succeed in business today,
i t t a k e s a r a n g e o f
generational insights and
varied perspectives to make
smart business decisions.
Educating employees on
generational differences and
their unique contributions can
boost:
•  Understanding
•  Respect
•  Collaboration
•  Productivity
•  A Working Together Culture

BABY BOOMERS.
BIRTH YEARS
•  1946-1964
AGE
•  50-68 years old
US
POPULATION
•  80 Million
AKA
•  “Me” Generation

BABY BOOMERS.
Divorce reached a low in 1960 of 9%
Families moved due to GI Bill, GI Housing and industrialization
Family size smaller (2-3 children)
Few grandparents in the home
Mom stayed home and Dads carpooled
First generation to live miles from extended family
Children spent significant time with adult role model
Perception of the world as “safe”

BABY BOOMERS.
Grew up in healthy
economy
Defined by their job
Optimistic
Consumers; success
largely visible
Workaholics; created
60-hour workweek
Love-hate
management
Likely to challenge authority;
want leadership positions

IN THE WORKPLACE.

Traditionalists •  Loyal
•  Driven
Gen X •  Balanced
Millennials •  Eager
FOUR GENERATIONS.

FOUR GENERATIONS.
Traditionalists
•  It’s necessary
•  An obligation
•  It is exciting
•  An adventure
Gen X
•  It is a challenge
•  A contract
Millennials
•  It is done to make a
difference
•  A means to an end

FOUR GENERATIONS.
Loyalty,
Respect
Authority
Common
Goals
Performance
Compensated
for doing job
Competitive
Optimistic,
Team-
Oriented
Results
Reward for
Results
Self-Reliant
Skeptical,
Career-
Oriented
Results + Fun
Reward for
Outcomes
Pack-Oriented
Self important,
Loyalty to
Others
Career
Seek rapid
success

TRADITIONALISTS
Individual
BABY BOOMERS
Team Player
Loves Meetings
MILLENNIALS
Participative
GEN X
Entrepreneur
FOUR GENERATIONS.
Source: Greg Hammill, “Mixing and Managing Four Generations of Employees

FOUR GENERATIONS.
Traditionalists
•  Hierarchical organizational structures
•  Consistency and uniformity
•  “These are the rules.”
Boomers
•  Coined “team building”
•  Live to Work, until Retirement
•  “Let’s talk about the rules.”
Gen X
•  Work to live, not live to work
•  Flexibility in work, life
•  “Break all of the rules.”
Millennials
•  Exceptional multi-taskers
•  Flexibility in work hours and dress code
•  “Redefine the rules.”

FOUR GENERATIONS.
Traditionalists
•  Directive
•  Command-and-control
Boomers
•  Consensual
•  Collegial
Gen X
•  Everyone is the same
•  Challenge others
•  Ask questions
Millennials
•  TBD

TRADITIONALISTS
Satisfaction of a job
well done
BABY BOOMERS
Money, title,
recognition,
the corner office
GEN X
Freedom, self-
manage, time to
prioritize own
projects
MILLENNIALS
Work that has
meaning, flexibility;
growth and learning
opportunity; praise
FOUR GENERATIONS.

FOUR GENERATIONS.
Traditionalists
•  To the organization
BOOMERS
•  To the profession
Gen X
•  To the individual
Millennials
•  To co-workers and friends

FOUR GENERATIONS.
Recognize
their loyalty,
experience.
Select
activities that
show what
they know.
Focus on
evolution, not
revolution.
Acknowledge
their
contributions.
Be aware of
competitive
nature.
Offer
continued
training on life
skills, balance.
Respect their
skepticism;
establish your
credentials.
Use humor.
Let them know
you like them.
Talk career,
not job.
Provide
ongoing and
remedial
training.
Teach in short
modules.
Test often.
Make it fun.
Allow
collaboration.

TRADITIONALISTS
Loyal to their clients
and/or customers
BOOMERS
Making a difference
GEN X
Building a career
MILLENNIALS
Work that has
meaning
TO STAY OR LEAVE JOB.

FOUR GENERATIONS.
Traditionalists
•  Let’s have a conversation
•  Face to Face
•  Formal
•  Memo
•  Call me on my cell anytime
•  In person
•  Semi-formal
Gen X
•  Send me an email
•  Irreverent
•  Call me only at work
•  Direct and Immediate
Millennials
•  Text me or IM me
•  Twitter
•  Fun, Informal, Slang
•  Email or Voicemail

“Grandpa is showing us how they
sent a text when he was a kid.”

FOUR GENERATIONS.
Traditionalists
•  “No news is good news.”
•  May not be receptive to feedback
•  50% have not received feedback training
•  “Once a year; formal and documented.”
•  Don’t appreciate it
•  Initiate weekly informal talks; document talks
Gen X
•  “Sorry to interrupt, but how am I doing?”
•  Give immediate and regular feedback
•  Be direct and to the point
Millennials
•  “I want it with the push of a button, anytime.”
•  Consider electronic connections; use visuals
•  Allow an active role in creating work plans

www.CTRConsultingServices.com
Please contact us for the complete presentation or other presentations:
•  Millennials Bending the Rules in the Workplace
•  Get Ready for Gen Z – Gen Z on Fire
•  Traditionalists, The Silent Generation – Healthy, Wealthy and Wise
•  Gen X from Xhausted to Xtreme

Ms. Harris is available for keynote presentations, management training, leadership
retreats and other corporate and non-proﬁt engagements.
Andre S. Harris
President & Proud Gen X
Culture Transformation Resources, LLC
www.CTRConsultingServices.com
Andre@CTRConsultingServices.com
1-877-CTR-1236 OR 1-877-287-1236

@AndreHarrisCTR

Andre Harris CTR

www.linkedin.com/pub/andre-harris/31/56a/744/

Unlocking Secrets of Baby Boomers by CTR

Empfohlen

Empfohlen

Weitere ähnliche Inhalte

Was ist angesagt?

Was ist angesagt? (20)

Andere mochten auch

Andere mochten auch (11)

Ähnlich wie Unlocking Secrets of Baby Boomers by CTR

Ähnlich wie Unlocking Secrets of Baby Boomers by CTR (20)

Mehr von Andre Hannemann Harris

Mehr von Andre Hannemann Harris (7)

Kürzlich hochgeladen

Kürzlich hochgeladen (17)

Unlocking Secrets of Baby Boomers by CTR