This document discusses generational differences and their impact in the workplace. It provides an overview of four generations - Traditionalists, Baby Boomers, Generation X, and Generation Y. For each generation, it outlines defining events, work styles, views of authority, technology use, and preferences around feedback, training, and rewards/recognition. The document also explores some common sources of conflict between generations, such as differences in management styles and willingness to sacrifice personal time. Overall, the document aims to increase understanding between generations to foster better collaboration.

1. I’m OK, You’re OK…………… OK ? Lynn Busby [email_address] February, 2009 Title slide (Generational differences and their impact on collaboration and the work environment)

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10. In the 1950's Dr. Eric Berne began to develop his theories of Transactional Analysis. He said that verbal communication , particularly face to face, is at the centre of human social relationships. Thomas Harris later wrote a book called “I’m OK, You’re OK” to explain the model and popularized the idea simply stated in diagram below Potential Generational Conflict

13. Defining Generation types Source: Ron Zemke, Claire Raines, Bob Filipzcak, Generations at Work, Managing the Clash of Veterans, Boomers, Xers,and nexters in Your Workplace, American Management Association, 2000 p.24 with modification to age brackets Note: We must stay away from generalizing and stereotyping and realize that these are just guidelines which may help shed some light on different people's perspectives. Computers Schoolyard violence Oklahoma city bombing It Takes a Village TV talk shows Multiculturalism Girls’ Movement McGwire and Sosa Internet, mobile phones, and instant messaging Watergate, Nixon resigns Latchkey kids Stagflation Single-parent homes MTV AIDS Computers Challenger disaster Fall of Berlin Wall Wall Street frenzy Persian Gulf Glasnost, Perestroika Prosperity Children in the spotlight Television Suburbia Assassinations Vietnam Civil Rights movement Cold War Women’s Liberation The Space Race Patriotism Families The Great Depression WW II New Deal Korean War Golden Age of Radio Silver Screen Rise of labor unions Defining Events and Trends 1980-2000 1960-1980 1943-1960 1922-1943 Approx . Birth Years Gen Yers Gen Xers Baby Boomers Traditionalists

14. The way they see the world… Ron Zemke, Claire Raines, Bob Filipzcak, Generations at Work, Managing the Clash of Veterans, Boomers, Xers,and nexters in Your Workplace , 2000, American Management Association, Page 155 Promiscuity Cliché, hype Political incorrectness Vulgarity Turnoffs Inclusive Reluctant to commit Personal gratification Personal sacrifice Relationships Pulling together Competence Consensus Hierarchy Leadership bycomm1unity Polite Unimpressed Love/hate Respectful View of Authority Determined Balanced Driven Dedicated Work Ethic Hopeful Skeptical Optimistic Practical Outlook 1980-2000 1960-1980 1943-1960 1922-1942 Birth period:>> Yers Xers Boomers Traditionalists

17. Each generation in the workplace comes with its own sets of experiences and expectations that can occasionally come in conflict with one another Source: Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work (HarperBusiness, 2002) Part of my daily routine Necessary Sets me back Sets me back Job changing Unfathomable if not provided Unable to work without it Unsure Uncomfortable Technology use On demand Weekly/Daily Once per year No news is good news Feedback Partner Coach Get out of the way Command & control Leadership style Team decided Team included Team informed Seeks approval Decision-making Collaborative Independent Horizontal Hierarchical Problem-solving Collaborative Hub & Spoke Guarded Top down Communications style Collaborative & networked Independent Facilitated Classroom Learning style Continuous and expected Required to keep me Too much and I’ll leave The hard way Training Gen Yers Gen X Boomer Traditionalist

23. Why does all this matter? Innovation is the creative side of collaboration. Collaboration is built on trust. Trust is built on relationships. Relationships are built by getting to know others. Relationships cross generations Knowledge cannot be conscripted; it can only be volunteered David Snowden, Cynefin Centre “ Many ideas grow better when transplanted into another mind than in the one where they sprang up.” Oliver Wendell Holmes Jr. (1841-1935), Associate Justice, U.S. Supreme Court

24. Boomers have “deep smarts” and as they retire, knowledge transfer is becoming more important than ever Source: Dorothy Leonard, Harvard Source: Deep Smarts by Dorothy Leonard of Harvard

26. Source: The New Role of Technology and Services in Next Generation Businesses IGS Worldwide Market Intelligence, Headlights Program, February 25, 2005 - Research & Innovation Team

35. Reward Differently *Source: ”How Veterans, Baby Boomers, Generation Xers and Generation Nexters Can All Get Along in The Workplace”http://www.committment.com/getalong.html Reward: Work that has meaning for me. Motivate: Open avenues for education and skill-building. Gen Yers Reward: Freedom is the ultimate reward Motivate: Give them lots of projects. Let them take control of prioritizing and juggling Gen Xers Reward: Money, title, recognition, corner office Motivate: Assist them in gaining name recognition throughout the company. Boomers Reward: The satisfaction of a job well done Motivate: Honor their hard work with plaques and other symbolic records of achievement. Traditionalists