intergenerational communication
DESCRIPTION
INTERGENERATIONAL COMMUNICATION. Learning Objectives. Identify and describe key traits of four generations Describe how generational differences can shape professional behavior and interactions Identify ways to adapt communication styles to communicate more effectively across generations - PowerPoint PPT PresentationTRANSCRIPT
INTERGENERATIONAL COMMUNICATION
Learning Objectives
• Identify and describe key traits of four generations• Describe how generational differences can shape
professional behavior and interactions• Identify ways to adapt communication styles to
communicate more effectively across generations• Make decisions on how to adapt workplace behaviors
and practices to attract, develop, and retain different generations of employees
Norms
• Be open• Listen actively• Participate fully at your own comfort level• Share “talking” time • Use “I” statements• Use only hypothetical examples• Ask questions• Honor confidentiality• Treat others with respect• “Ouch” and educate• Have fun
Please make sure all cell phones and pagers are turned to “vibrate”
mode!
A Key Message from Phi Beta Sigma
The characteristics and attributes associated with individuals in the described generations represent
generalizations determined by third-parties with expertise in this area. They
do not represent the official views of Phi Beta Sigma or any of its
executives, and should not be construed as such.
Generations Icebreaker Questions
“The many identities that define each person as a unique individual including:”
Definition of Diversity
• Age
• Education
• Socioeconomic class
• Race
• Ethnicity
• Gender
• Nationality
• Language
• Religion
• Sexual orientation
• Physical & mental abilities
Diversity Wheel
Source: Adapted from Marilyn Loden, Workforce America, 1991
Why Focus on Generations ?
Old Proverb
People resemble their times more than they resemble
their parents….
Stereotypes vs. Cultural Patterns
• Stereotypes– Generalizations that
we make about a group of people based on a particular diversity dimension that they share
– Fixed and absolute
• Cultural Patterns– Refers to the shared
norms and values which make up a cultural group’s “programming”
– Flexible for individual differences
Which Generation do you most identify with?
NAME OF GENERATION
AGES YEARS
Traditionalists 60 Years PlusBorn before
1946
Baby Boomers 43 – 61 Years of AgeBorn between
1946-1964
Generation Xers 27 – 42 Years of AgeBorn between
1965-1980
Millennials (Generation Y)
7 – 26 Years of AgeBorn between
1981-2000
Generations Icebreaker
Group Discussion
• How did you wear your hair in eighth grade? In High School?
• What television/radio shows did you watch/listen to after school or on Saturday mornings?
• Who were your heroes and heroines when you were growing up?
• What world events were going on when you were growing up?
Generation Heroes and Heroines
TraditionalistsBorn before 1946
Baby Boomers1946–1964
Generation X1965–1980
Millennials1981–2000
Heroes and Heroines
War Heroes, Political Figures
and Parents
Superman
Franklin D. Roosevelt
George Patton
Jackie Robinson
Joe DiMaggio
Winston Churchill
Political Figures Civil Rights
Movement (Pro or Con)
Martin Luther King, Jr.
Rosa Parks
The Kennedy’s
Actors, Athletes, Musicians across
Race/Gender lines
Michael Jordan
Bill Cosby
Michael Jackson
Selena
Howard Stern
People in Business, Singers, Musicians, Actors,
and Parents
Bill Gates
Tiger Woods
Allen Iverson
Mom and Dad
Description of Generations
You might be a Traditionalist if you remember:
Traditionalists—Born before 1946
• Upbringing– As children, grew up in hard
times– Many lived in segregated
communities and attended segregated schools
• Key Events Shaping their Lives
– Stock market crash• 2000+ banks failed • 9 million Americans lost life
savings– 1930s Great Depression
• 86,000 businesses closed their doors
• By 1932, 1 out of every 4 workers was unemployed
– World War II
• Values/Beliefs– Place duty before pleasure– Believe patience is its own
reward; are willing to wait for delayed gratification
– Value honor and integrity
Traditionalists—In Professional Environments
• Wants– Want others to respect them
and value their expertise, which was gained over time and through experience
• Preferences– Hierarchy—respect authority,
even sometimes when it frustrates them
– More formal communications – Spelled out roles and
responsibilities– Clear directions– Stability
• Workplace Behaviors– Avoid challenging the system– Maintain dedication to a job,
once they take it– Most are not technology savvy,
and tend to avoid using it– Engage in face to face
communications
You might be a Baby Boomer if you remember:
Baby Boomers—Born 1946–1964
• Upbringing– Indulged by their parents– Were told they would be the
generation that would change the world
– Experienced integration in neighborhoods and schools
• Key Events Shaping Their Lives
– John F. Kennedy Assassination– Vietnam War– Civil Rights Movement– Man landing on the moon– Healthier/ Post War Era resulted
in a baby born every 17 minutes for 19 years—resulting in 76 million baby boomers
• Values/ Beliefs– Optimistic– Personal Gratification—now
versus later– Personal Growth– Involvement
Baby Boomers—In the Professional Environment
• Wants– Want to change the world and
the workplace to suit their needs—including government policy and consumer products
– Want to please everyone
• Preferences– Prefer the process of getting
things done, sometimes to the detriment of achieving results
– Prefer convenience and immediate gratification versus delayed gratification
• Workplace Behaviors– Live to work—put in long work
hours– Driven—willing to “go the extra
mile”– Good at Relationships– Good Team Players– Process Oriented– Uncomfortable with Conflict– Judgmental of those who see
things differently
You might be a Gen Xer if you remember:
Generation X—Born 1965–1980
• Upbringing– 50% were latch key kids– Learned to be autonomous and
self-reliant– 50% were affected by divorce– Boomerang Kids—3 times more
likely to move back home as young adults (in their 20s)
• Key Events Shaping their Lives
– Watergate Scandal– Women’s Liberation Movement– U.S. Corporations began
massive layoffs– Rodney King Incident
• Values/Beliefs– Diversity– Balance– Informality– Self Reliance
Generation X—In the Professional Environmet
• Wants– Want to be independent and
self-reliant
• Preferences– Prefer not to make long term
commitments to companies– Prefer full package of
workplace benefits that allow for balance—not just more money
– Will speak up for themselves– Comparison shop during
interviews—looking for best salary, benefits, work/life balance, and raises
• Workplace Behaviors– Work to Live, not live to work– Adaptable– Techno-literate– Independent – Not intimidated by Authority—
don’t automatically give respect to authority in the workplace
You might be a Millennial if you remember:
Millennials—Born 1981–2000
• Upbringing– Many are the children of
Baby Boomers
– 1/3 born to single mothers
– More demographically diverse than any other generation—1 out of 3 is an ethnic minority
– Best educated generation in U.S. History
– Spend a great deal of time on internet and computers
• Values/Beliefs– Belief in Collective Action
and Optimistic
– Relationship with Parents
– Civic Duty
– Diversity
– Tenacity/“Stick- to- it”iveness
– Combines teamwork ethic of boomers, (can do attitude) of traditionalists, and “technologically savvy” like Gen X
Millennials—In the Professional Environment
• Wants– Want to live in the moment
• Preferences– Prefer to be optimistic about life– Prefer to earn money and
consume it immediately
• Key Events Shaping their Lives– Oklahoma City Bombing
– Schoolyard Shootings
– Clinton/Lewinsky Affair
– Columbine High School Massacre
• Workplace Behaviors– Technologically Savvy– Multitaskers– Inexperienced with handling
difficult people and issues– Demonstrate respect only after
they are treated with respect– Rely on immediacy of
technology– Skeptical—question everything;
that’s how they grew up– Have a need for supervision
and structure
Comparison of Generations
Comparison of Generations
Traditionalists Baby Boomers Generation X Millennials
What Motivates Them At Work
Hard Work
Personal Fulfillment
Outcomes Driven
“What’s Next?”
Philosophy Duty OptimismPersonal
FocusOn My Terms
Attitude Towards Life
SacrificeCrusading
OthersLive for Today
Just Show Up
Approach to Spending
ThriftinessBuy Now/ Pay Later
Save, Save, Save
Earn to Spend
Approach to Work
Work Fast
Work EfficientlyEliminate the Task
Do Exactly What’s Asked
Intergenerational Conflicts
31
“A hiring bonus! Still wet behind the ears, and he wants a hiring bonus! At
his age, I was just grateful I had a job!”
Who’s this Traditionalistreferring to?
Newly recruited Millennial staff
member…
“So I told my boss, if you’re looking for loyalty,
buy a dog...”
Who’s this Generation Xer
referring to?
Baby Boomer boss
33
“If I hear, ‘We tried that in '87,’ one
more time!”
Who’s this Millennial referring to?
Traditionalist coworker
“Where is he? Doesn’t anyone have respect for time anymore?”
Who’s this Baby Boomer
referring to?
The “late” Millennial
“In Good Company” Video Clip Part A1
• What did you observe in the video?
• What were the dynamics between generations?
• How does this relate to what you’ve learned thus far about the generations?
“In Good Company” Video Clip Part A2
• What did you observe in the video?
• What were the dynamics between generations?
• How does this relate to what you’ve learned thus far about the generations?
Adaptation
Communicating Across Generations
Communicating with Traditionalists
• Build trust through inclusive language (we, us) • A leader’s word is his/her bond, so focus more on
words, not body language • Face-to-face or written communication is received
best • Use more formal language • Don’t waste their time; they have a job to do • Don’t expect them to share their innermost thoughts
immediately
Communicating with Baby Boomers
• Boomers are the “show me” generation, so use body language to communicate
• Speak in an open, direct style • Answer questions thoroughly, and expect to be
pressed for details • Avoid controlling, manipulative language • Present options to show flexibility in your thinking • Use face to face or electronic communication to
reach out to them
Communicating with Generation Xers
• Learn their language and speak it • Use e-mail as your primary communication tool • Talk in short sound bytes to keep their attention • Present the facts, use straight talk • Ask them for their feedback • Share information with them immediately and often • Use an informal communication style • Listen! You just might learn something
Communicating with Millennials
• Let your language paint visual pictures • Use action verbs to challenge them • Show respect through your language, and they will
respect you • Use e-mail and voicemail as primary communication tools • Use visual communication to motivate them and keep
them focused • Constantly seek their feedback • Use humor—reassure them that you don’t take yourself
too seriously• Encourage them to explore new paths or options
“In Good Company” Video Clip Part B
• What did you observe in the video?
• Why was Dan able to be more effective in this meeting than his coworker?
• How does this information relate to what you’ve learned thus far about the baby boomers? Millennials? Traditionalists?
Application
Acorn Application Model
Accommodate employee differences
Create workplace choices
Operate from a sophisticated management style
Respect competence and initiative
Nourish retention