MASTERING THE

INTERGENERATIONAL PUZZLE Kari T. Ellingson, Ph.D.

Associate Vice President for Student Development, University of Utah

2013 CSG-WEST ANNUAL MEETING Las Vegas, Nevada

July 30, 2013

GUESS WHEN?

• “Pupils entering school cannot

write well. Their thoughts are

immature, they are miserably

expressed, and they do not

know how to spell.

• 1694, Harvard

THE MORE THINGS CHANGE…

• “Our civilization is doomed if

the unheard-of actions of our

younger generations are

allowed to continue.” • Inscription on a 4,000-year-old tablet found in the Biblical city of Ur

Why Talk about Generational Differences?

People are our most important resource

We all are different based on:

Perceptions

Worldviews

Experiences

Understanding helps us individualize

approaches to our interactions.

Our Workforce Today

Traditional (or Silent or Radio

Babies)

Born 1925 - 1945

Ages 68 - 88

Baby Boomers Born 1946 - 1963

Ages 50 - 67

Generation X Born 1964 - 1979

Ages 33 - 49

Millennials (or EchoBoomers) Born 1980 - 2000

Ages 13 - 33

Traditional Generation

VALUES

Believe in rules and authority

Very defined sense of right and wrong

Loyalty and respect for authority

ATTRIBUTES

Disciplined

Dislikes conflict

Detail-oriented

Views understanding history as way to plan for

future

TRADITIONAL GENERATION

WORK STYLE

Hardworking

Dutiful and loyal

to

party/company/

product

Command and

control

leadership

Willing to pay

dues

“Effort and dedication will

be rewarded by stability.”

Changing Timelines

Baby Boomer

Values

Personal gratification

Community involvement

Prosperity

Ownership

Position and prestige

Attributes

Optimistic

Somewhat self-absorbed

Goal-oriented

View the world as theirs

Attention-seeking

Conflict avoidant

Baby Boomers

WORK STYLE

Driven and

achievement oriented

Seeks growth and

expansion

Personal identify tied to

work

Team-oriented; seeks

collaboration

“Workaholics”-may

have problem with

balance

“Climb the ladder by

working harder.”

GENERATION X Values

Independence and autonomy

Prefer informality

Work/life balance

Honesty

Family/friend relationships important

๏ Attributes

• Adaptability

• Skeptical - want to know “why”

• Survivors

• Technology savvy

• Reliable

GENERATION X

WORK STYLE

Works well independently

Little patience with office

politics

Comfortable with

authority but not

impressed with titles

Flexible work hours

See selves as free agents

Balance!

“Climb the

ladder by

working

smarter.”

Millennials: Born 1980 – 2000 or Ages 13 to 33

SPECIAL

SHELTERED

Called Helicopter Parents

Millennials turn to parents for advice.

Helicopter vs. Stealth Bomber Parent

Parental involvement doesn’t stop at

graduation; parents see child’s life as

a “joint venture”.

Parenting styles mirror Boomers

tendency toward excess.

MILLENNIAL PARENTS

65% said they still ask their parents for academic or career advice

CONFIDENCE

TEAM ORIENTATION

CONVENTIONAL

PRESSURED

ACHIEVERS

Millennials

Values

Civic duty

Achievement, fulfillment

Sociability

Morality

Diversity

Safety

How Graduating College Seniors

Ranked Job Attributes by Importance

in 1982 in 2008

Job Security 5 1

Benefits 7 2

Friendly Co-workers 4 3

Job Location 8 4

Opportunity for personal development 1 5

High starting salary 7 6

Recognition 2 7

Opportunity for creativity 3 8

Generational Differences

http://www.youtube.com/watch?v=ib-Qiyklq-Q

http://www.youtube.com/watch?v=Nd7S3GQPxCU

http://www.youtube.com/watch?v=-M3Q54rPjQw

Respect for their experience

To strengthen their community

To maximize economic value

To receive communications in person

Recognize their need for rules, hierarchy,

formality (watch language, manners)

WHAT DO TRADITIONALS WANT?

WHAT DO BOOMERS WANT?

Recognition of individual contributions to

success (status matters)

Self-actualization

Ability to act on their ideals

Being as part of a team

Acknowledge value publicly

WHAT DO GEN XERS WANT?

To be left alone

To be given choices

Time with their friends and family

Don’t waste their time

Someone who can earn their trust

Need to know the “why” of a project or

decision

Allow them to be creative in new

approaches

What do Millennials want?

To do socially meaningful work

Structure, structure, structure

Frequent feedback--they both want and want to give

information constantly

Need to understand the big picture

Being part of a team

Life integration (work, family, friends, play)

TEAM WORK

• Traditionals and Boomers stand up - groups of six

• Xers stand up - groups of six

• Millennials stand up - groups of six

• TASK in the next 15 minutes:

• Decide on six things you like about your

generation that others should know

• Decide on six things that you appreciate about

other generations that you might not have

realized before

QUESTIONS?

kellingson@sa.utah.edu