1. Generations Working Together
Bridging the Gap
Generations Working Together

2. Quote courtesy of Craig Weidel, www.craigweidel.com
Have you ever heard?
“Gen Xers don’t want to work the way we work. They won’t commit the time and put in the hours.”
Quote courtesy of Craig Weidel,

3. Quote courtesy of Craig Weidel, www.craigweidel.com
Or this. . .
“These older generations don’t work as smart as the rest of us. They don’t want to learn the new technology.”
Quote courtesy of Craig Weidel,

4. four generations are working and volunteering together, simultaneously
For the first time EVER. . .
four generations are working and volunteering together, simultaneously
We are experiencing a new phenomenon for the first time EVER in American history: FOUR generations are working, volunteering, vying for jobs, living together simultaneously as adults. This has literally never happened before in our history.

5. 4 Generations in the Workplace
: Silent Generation
: Baby Boomers
: Gen X
: Millenials

6. Slide courtesy of Craig Weidel, www.craigweidel.com
Dramatic Change
2005 scales tipped more Gen X & Y in the workplace
Since 2011 roughly 10-million more Y’s join outnumbering X’s
Baby Boomers – 330 turn 60 every hour
More than a million 75+ are still working
We’ll get into the details about how to work with these generations during today’s presentation.
Slide courtesy of Craig Weidel,

7. Modes of Communicating
Each Generation. . .
Expectations
Defining Moments
World Views
Modes of Communicating
Each of these four different generations has different expectations of themselves, their peers, their employer and association. Each generation has a different view of the world and values. Each generation experienced a different “defining moment” and each generation prefers communicating differently.
Values

8. In essence, each generation is its own culture
In essence, each generation is its own culture. Which is crazy to think about! That’s like the difference between French wine and cheese and German beer and pretzels. We’re speaking different languages, we frequent different places, we have different interests and values, and we see the world differently.

9. What do these changes mean?
One-on-one coaching and mentoring
More astute at hiring best person
Differences need to be bridged
Slide courtesy of Craig Weidel,

10. What We’ll Cover Unique Qualities of Each Generation
Ways to Work Effectively with Each Generation
Big Actions to Consider when Working Together
During this session, we’re going to discuss:
The unique qualities that define each generation
Specific techniques and approaches you can use to work effectively with each generation
6 Big Actions to consider using when planning and managing individuals of different generations in the workplace or in the association
And Discussion questions to ask yourself about your own perceptions and the perceptions of your workplace and chapter
Questions to Ask Yourself

11. Word to the wise. . . We’re generalizing.
Before we get started, I do have a word of caution and a disclaimer. We ARE going to be generalizing experiences, reactions, preferences, etc. You’ve heard what assuming does, right? That’s exactly what we’re doing. Making sweeping judgments about individuals based on when they were born and the general experiences of their peers. No individual will fit the mold exactly. However, that being said, there are studied and proven patterns concerning individuals of a specific generation. While we can’t pinpoint everyone and individuals should be defined as individuals, we can learn a lot and set ourselves up for success by looking at each generation, learning the patterns, and being understanding of the differences that exist based on when someone was born and how they’ve experience

12. Watch out for Cuspers!
Another quick word to the wise– there are individuals who may be born at the beginning or ending (at the cusp) of a generation. These individuals are deemed “cuspers” and may share traits of two different generations as they’ve shared experiences with each. Keep an eye out for these individuals as you may need to take strategies on how to work with two generations to really work well with them.

13. 4 Generations
Silent
Generation
Gen X
Baby
Boomers
Millennials

14. Slide courtesy of Craig Weidel, www.craigweidel.com
Famous Silents
Slide courtesy of Craig Weidel,

15. Silent Generation Born 1925 to 1945 Approx. 30 million Americans
Experienced World War II as children
Came of age in Cold War
Conformity
40% of men served in military
Take charge do what is right
Most embraced ‘Father Know’s Best’ and ‘Ozzie & Harriet’ conformist
Never had U.S. President from their ranks
Played support role – Dick Cheney, Madeline Albright, Colin Powell

16. Major Technology Change
The major technology change in their formative years was the spread of private automobile ownership.

17. Values Loyalty Caution about Technology Patience
Respect for Rules and Authority
Hierarchy
Adopted parents values of loyalty, dedication, and commitment
May use computers to communicate with children and grandchildren
Self-Sacrifice

18. When working with. . . Tradition Loyalty to a key issue in their lives
Value of joint work ethic
No “coasting” allowed
Offer learning experiences
Create knowledge transfer programs
Most important to them is work itself and the people they work with
Offer learning experiences
NO ‘coasting’ allowed
Teach them about ‘customization’
Encourage them ‘to make the call’
Create knowledge transfer programs

19. Slide courtesy of Craig Weidel, www.craigweidel.com
Famous Boomers
Slide courtesy of Craig Weidel,

20. Baby Boomers Born 1946 to 1962 Approx. 80 million Americans
Largest generation in US history
Grew up with huge social change
Openly rebelled against government
Experienced the Cold War
Woodstockers – ( )
“Free Love” – spoiled, entitled, and self-indulgent
By mid 1960’s ready to rebel authority
“Get a good job and settle down.”
Young Boomers ( )
Tried to establish as another ‘betweener’ too young for Woodstock and social rebellion
Reaped disappointment of 70’s – Watergate, gas lines, Iranian hostage crisis, and faltering economy

21. The major technology change in their lives was the spread of televisions.

22. Values Sense of Entitlement Career-Focused
Technology that Makes Life Easier
Optimism
Hard workers (want gratification from work)
Self Improvement and Growth
Cynicism about Institutions

23. When working with. . . Value to the team Need for them
Ability to improve your services
Young and “cool” workplace
Public recognition
Help “change the world”
41.5% of todays workforce
Some dug in and became ‘survivalist’
Many adopted the Generation X’s love for work as long as its fun, allows for more home life and gives them advancement
Facade of retiring … but will NEVER stop working

24. Slide courtesy of Craig Weidel, www.craigweidel.com
Famous Xers
Slide courtesy of Craig Weidel,

25. Gen X Born 1963 to 1980 Approx. 45 million Americans
Worked in the Boomers’ shadow
Interested in stability
Latchkey kids
Parent – dual income, high divorce, permissive habits
Told would not out-earn parents
Scary world – milk cartons, AIDS, daycare sex abuse
Most unsupervised generation

26. The major technology change in their lives were computers and the internet.

27. Values Latest Technology Work-Life Balance Independence Self-Reliance
Informality and Fun
Seek balance between work, volunteerism and personal life
Loyal to people
Relatively informal “team” work and volunteer style
Self reliant
Want to have fun at work and volunteer activities
Like to work with latest technology
Aware of diversity and think globally Arrived at peak of technology/globalization
Lean & mean employers
Take care of yourself
Short term sacrifice – instant gratification
Asked – “What do you need from me today. What do I get in return?”
Stability

28. When working with. . . Provide flexible work arrangements
Give career development opportunities
Access to decision makers
Compensation commensurate with contribution

29. Slide courtesy of Craig Weidel, www.craigweidel.com
Famous Millenials
Slide courtesy of Craig Weidel,

30. Millennials Born 1981 to 2002 Approx. 75 million Americans
Children of boomers
Born in high-tech society
Life-long learners
Collaboration
Children of Baby Boomers
Taught they can make a difference in the world – Global Citizens
Most socially conscious since 60’s
Scary world – school shootings, designer drugs, violence in media (film and video games)
Taught by parents success = education (life long learners)

31. The major technology change in their lives was the prevalence of personal technology devices.

32. Comfort with Technology
Values
Work-Life Balance
Achievement-Focused
Social Commitment
Quick Impact
Eager to make a positive impact which ties in nicely to the work of school nutrition as we impact children every day!
Self-assured and achievement–focused
Loyal to ideas, causes and products
Strong morals and community service
Tolerant
Three work goals:
Find meaningful jobs within a profession of choice
Work side-by-side with knowledgeable dedicated workers
Earn very high salaries by the time they are 30
Comfort with Technology
Networking

33. When working with. . . Remember work-life balance
Don’t parent or micro-manage
Give immediate feedback
Give voice in decision-making and planning

34. Want to be recognized and appreciated
Commonalities
85%
Want to feel valued
Want to be recognized and appreciated
Based on seven years of research, Jennifer J. Deal states that all the working age generations want. . .
“Leaders must be trustworthy. Different
generations do not have notably different
expectations of their leaders. Above all
else, people of all generations want
leaders they can trust.”
74%

35. 73% 72% Commonalities Want a supportive environment
Based on seven years of research, Jennifer J. Deal states that all the working age generations want. . .
“Leaders must be trustworthy. Different
generations do not have notably different
expectations of their leaders. Above all
else, people of all generations want
leaders they can trust.”
Want a capable workforce

36. 68% Commonalities Want to be part of a team
Based on seven years of research, Jennifer J. Deal states that all the working age generations want. . .
“Leaders must be trustworthy. Different
generations do not have notably different
expectations of their leaders. Above all
else, people of all generations want
leaders they can trust.”

37. So, what’s the big deal?

38. Respect.
Respect. It’s making sure that you are showing respect to everyone you work with in a way that they understand and perceive– which may be different for each person, depending on their generation. For a millenial, respect might be listening to their ideas and figuring out how to incorporate those ideas into your work. For a silent generation member, respect might be showing your appreciation for their experience and asking them to share their knowledge with others.

39. Work/Volunteer-Life Balance
Boomers:
“Live to Work!”
Work is a location
Gen X/ Gen Y:
“Work to Live!”
Work is an activity

40. Big Actions Include generational issues in planning
Mentor & discuss among generations
Target market by generation
Age down
Meet techspectations

41. Mentor and Discuss Formal and informal mentoring and discussions
Break down barriers between generations
Younger generations can mentor on technology
More experienced can mentor on managment

42. Target Market By Generation
Rethink your marketing by generation
Consider:
Medium of Communication
Emphasis in Messaging
Values

43. Age Down Compute the mean age of: Actively seek to reduce age
Board
Management
Volunteers
Donors
Actively seek to reduce age
Balance effort:
Don’t want to discriminate
Value contributions of all

44. Meet Techspectations Gen@ and Gen X have high expectations
Even Boomers have high expectations

45. Closing Thoughts
“The solution to generational differences has to do more with respecting people as people and unique individuals than any prescribed formula.”
~Paula Gregorowics, The Paula G Company

46. Questions for SNA
In recruiting for and recognizing volunteers, do we imply that older or younger people are the most involved or are the best?

47. Do we confuse changes in volunteering with the demise of volunteering?
Questions for SNA
Do we confuse changes in volunteering with the demise of volunteering?
After all, at the same time that Robert Putnam published “Bowling Alone” bemoaning the downfall of American associational activity, John McKnight published his discovery of the thriving collective organization of inner city poor neighborhoods. So seniors see the struggles of traditional service clubs to find long-term members as evidence of young people’s apathy, while young people point to what they see as the ineffectiveness of older folk’s organizations. Both are wrong conclusions, but the attitudes stem from generational separation.

48. Serving the Next Generation
Generation Z, iGeneration, Gen Tech, Gen Wii, Net Gen, Gen Next, Post Gen
Born 2002-Present
Most diverse generation
On a final note, I wanted to mention one more generation that is of importance to all of us as school nutrition professionals, and that’s the generation of kids we serve.
The kids we serve are in a generation that, understandably, is still developing. The name hasn’t been solidified, but most are going with Generation Z. They’ve also been call iGeneration, Gen Tech, Gen Wii, Net Gen, Gen Next, and Post Gen.
Anyone born from 2002 is in this generation– which means that you’re serving a combination of Millenials (some of whom are already in the workplace with you) and mostly Generation Z.
Generation Z is the most diversion generation America has ever seen. They are the most likely to have individuals of various different ethnicities in their circle of friends.

49. Don’t believe in American Dream
Generation Z Values
Highly connected
Don’t believe in American Dream
“Digital Natives”
Many members of this generation are highly connected, having had lifelong use of communication and media technology like the World Wide Web, instant messaging, text messaging, MP3 players, and mobile phones, earning them the nickname "digital natives".
Generation Z exhibit positive feelings about the increasing ethnic diversity in the U.S.
Unlike Baby Boomers and Millenials, Gen Z is least likely to believe in the American Dream and that they can achieve it.
Diversity

50. Closing Thoughts Find similarities Different isn’t wrong
Focus on strengths
Meet in the middle

51. Sources Craig Weidel, www.craigweidel.com
Generations: The Challenge of a Lifetime by Peter C. Brinkerhoff
“PART TWO: Managing Event Volunteers Across Generations” by Florence May
“Bridging the Generation Gap” Workplace Learning and Performance: Building the Skills for Your Success facilitated by Deborah Laurel for the South Central Library System, Laurel and Associates, Ltd.
“Understanding the Different Cultures of Different Generations” by Peter Brinckerhoff, the Bridgespan Group
“The Volunteer Generation Gap” by Susan J. Ellis,
Generations at Work, by Ron Zemke, Claire Raines, and Bob Filipczak. (New York: AMACOM, 2000) pp