sunday, june 25, 2017 kennewick, washington generational...

Genrational Differences 6/25/17

TEAM 1 TRAINING ‐ Kennewick, Washington 1

and volunteering

Generational Differences

Sunday, June 25, 2017 Kennewick, Washington

Used by permission of the United State Adult Soccer Associationand Anne Braghero and Duncan Riddle who are responsible for the content.

1

The times they are a changing…and so is the workplace

2

3



Same but differentWe can make it work

Identify conflict12 key areas

Resolve5 steps to resolution

Unique moment in timeNever happened before

4 generationsIn same “workplace”

4

What Defines a Generation?

“The events and conditions each of us experiences during our formative years determines who we are and how we see the world.

As a result of these events and conditions, each generation has adopted its own “generational personality.”

‐ Lynne Lancaster and David StillmanWhen Generations Collide

5

6



4 generations in the workforce at the same timeCUSPERS: a bit of both

1940 1950 1960 1970 1980 1990 2000 2010 2020

Traditionalists

69-86 Baby Boomers

51-68 Gen X

36-50 Millennial

35

7

Traditionalists Baby Boomers Gen X Millennials

Defining Moments

1965-19811947-19641946 and prior 1981-2000

Approx age 69 & up Approx age 51-68 Approx age 36-50 Approx age 35

8

Traditionalists

• WWII

• Great Depression

• Prohibition

• First talking movie

• No top TV Show

first broadcast 1951

• From farms to suburbs

Baby Boomers

• Vietnam

• Surge in births post WWII

• Robust economic expansion

• TV

• Civil rights

• Woodstock

• Watergate

Gen X

• Persian Gulf War

• Double-digit inflation

• MTV, Sony Walkman

• Aids/HIV

• Household borrowing grows

2x faster than income

Millennials

• September 11

• Gay marriage legalized

• 2007 Great Recession –

slowest job recovery

• Technology use – smart

phones

Defining Moments

9



12 Areas of Conflict

Policies

Meetings

Respect

Communication

Dress Code

Feedback

Decision Making

Loyalty Knowledge Transfer

Fun at Work Work EthicTraining

Source: Haydn Shaw, Sticking Points

10

Meaningful work

We all want…

11

12



“Strength lies in differences, not in similarities” – Steven Covey

13

Flex

AppreciateResolve

Leverage

Acknowledge

5 Steps to Resolution

1

25

4 3

14

Communication Styles

Traditionalists Baby Boomers Gen X Millennial

Write me Call meEmail me

Text me

Write a memo & meetings

Email, IM, virtual meeting

Memos, phone calls & meetings

Text, social networking, NO VOICEMAIL

15



Decision Making & Meetings

TRADITIONALISTS BABY BOOMERS GEN X MILLENNIAL

Boss Decides Processes, then Boss Decides

Whomever is Most Savvy

Work Through Options

Infrequent meetings Meetings to get info Meetings not relevant; will multi‐task

Meetings must be interactive/don’t bore me

16

Loyalty & Respect

No Job Hopping


Find my place in hierarchy

Leave if necessary

Work my way up

Necessary to get ahead

Prove you deserve my respect

Changing career is okay

Respect those who “get it”Take me seriously

17

Training & Work Ethic


School of Hard Knocks

9 to 5Overtime

A Reward

8 to 6Then take it home

Security (prepare for future)

Get it done at workAt home if needed

Demand Training

24/7 worldLeave early & log on later

18



Feedback & Knowledge Transfer

Wrong: Boss will tell you


Observe & Oral

Annual Performance Review

Observe & Oral

No Forms; Say what you think

Oral & Written

Instant & Constant Feedback

Written & video

19

Dress Code, Fun & Policies


Formal at work and at home

Relax at homeAs told (rules, rules, rules)

Formal Work, Casual Home

Work is funFairness & consistency

Prefer Casual

Work is workRules are to be broken

What’s the Big Deal?

More productive if it’s funGuidelines, not so much rules 20

What other generations say about…

TRADITIONALISTS

it’s not all negative

Technologically challenged

Narrow in their view

Resistant to change

Trustworthy

Have all the money

Good leaders

Adapted from: Generations at Work, Zemke, Raines, Flipczak21




BABY BOOMERS

They’re cool – they know

our music

Narrow in their view

Blab their intimate details

They’re self-righteous

Talk the talk, but don’t walk the walk

They’re workaholics



GEN X

Impatient

Spend too much time on

the internet

Cheer up already!

Always doing things their own way

Don’t know what hard work is

Slackers



MILLENNIAL

Can set the clock on the VCR/DVD

Too much TV…with crude language &

violence

What d’ya mean,“What’s an

album?”

Smart little critters…Decent manners

Need way too much attention & feedback

Entitled…spoiled brats




Flex

AppreciateResolve

Leverage

Acknowledge


1

25

4 3

25

Baby Boomers Generation XTraditionalists

1 2 3

Millennials

4

Assets & Strengths

26

Baby Boomers

• Competitive/driven

• Willing to go the extra mile

• Good team players

• Consensus builders

Generation X

• Tech‐savvy

• Independent

• Adaptable

• Unintimidated by authority

• Entrepreneurial spirit

Traditionalists

• Detail‐oriented

• Loyal

• Hard‐working

• Stable/dependable

• Experienced

1 2 3

Millennials

• Tech‐savvy

• Great at multi‐tasking

• Heroic spirit

• Team players

4

Assets & Strengths

27



Compromisefind common ground

Flex

Our common needs and goals

AppreciateWork through the steps

continuous effort

Resolve

Use differences to make us stronger

better ideas

Leverage

We do stereotype…yes, we do

Acknowledge


1

25

4 3

28

Are you…

driven and dedicated, willing to work late to prove yourself?

one of the many loyal “company people” most comfortable with a top‐down management approach?

idealistic, multi‐tasking, a web‐surfer?

most comfortable with casual dress and flexible hours, resentful of traditional power and politics?

29

Traditionalists(24 million)

Baby Boomers(77 million)

Generation X(70 million)

Millennial(80 million)

Coach a team/Referee/

Be a mentor1% 9% 11% 13%

Provideprofessional

assistance (like serving on a

board)

9.4% 17.8% 11% 7%

Fundraise or sell items

6.7% 19% 12% 17%

30



Baby Boomers

“You are important to our success.”

“Your unique contributions will be recognized and rewarded.”

“What is your vision for this project?”

Generation X

“Do it your way.”

“We’ve got the newest technology and a lot of professional development.”

“There aren’t a lot of rules here.”

“We’re not very corporate/rigid.”

Traditionalists

“Your experience is respected here.”

“It’s important for the rest of us to hear what has, and hasn’t, worked in the past.”

“Your perseverance is valued and will be rewarded.”

Millennials

“We provide equal opportunities here.”

“Your mentor is in his/her sixties.”

“You are making a positive impact.”

“You handled that situation well.”

“You’ll be part of a community.”

Motivating

31

What is ityou need

Web

site

Facebook Find

Pub

lic

TwitterTim

e

Asp

ects

Communications

SponsorshipsMarketing

Succession

Pho

tos

Mes

sage

Instagram

Pro

cess

Str

ateg

y

Management

AudienceHelpers

Social Media

Analysis

Approach

32

What does your organization need?

HELP WANTED Identify areas

Set guidelines

Create an atmosphere

Give feedback

Thank volunteers

Think outside the box

THIS IS ALSO HOW TO RETAIN VOLUNTEERS

33



How to attract volunteers

Make a difference

Results

Millennials especially

Community

Flexibility, creativity, freedom

Encourage

34

Some examples of how to use volunteers…

Support & Maintenance Social Engagement

.

Content

35

Retaining volunteers (especially Gen X & Millennials)

P C M L

Community Meaning ListenPromote

Promote the mission/cause

Interests of the community

Give meaningful assignments

Engage and respect; listen for preferences

36



“Our youth today now love luxury; they have bad manners, contempt for authority, disrespect for older people. Children now days are tyrants, they no longer rise when elders enter the room, they contradict their parents, they chatter before company, gobble their food and tyrannise their teachers. They have execrable manners, flout authority, have no respect for their elders. What kind of awful creatures will they be when they grow up.”

It’s not about changing, it’s about improving…

Socrates, 500 BC

37

sunday, june 25, 2017 kennewick, washington generational...

Documents