The document summarizes differences between generations in their work styles and preferences. Baby Boomers and Gen Xers, born before 1977, grew up in a linear world where they were taught to obey authority and earn their way through hard work. Millennials, born after 1977, grew up with new technologies and more collaborative parenting. They are comfortable with risk, value passion over results, and prefer distributed knowledge and fluid hierarchies. The document provides examples of how these generational differences influence communication styles, views on risk-taking, and ideas about expertise.

1. Also known as Gen X & Y, Millennials, Gamers, Echo Boomers, etc,
...born after 1977. Raised on science fiction, interactive toys, video &
online gaming, MMORPGs, The Internet and child-centric parenting.
DIGITAL NATIVES
Baby Boomers, Cusp Boomers, and even a few Gen Xers,
etc...fall into this category. Born before 1977.
Linear thinkers. Taught to “Sit down. Shut up, and listen.”
DIGITAL IMMIGRANTS
C R O S S - G E N E R A T I O N A L B E H A V I O R P A T T E R N S
Rules First
Obey the Boss - no matter what
Wait for authority figures to give answers
Respecter of titles/management
Corporate hierarchy is important (obedience driven model)
Usually need structure to feel productive
Obey decision making process (takes time)
Do NOT listen to anyone younger than you/age = knowledge
To get ahead, you must EARN your way
Just get a J.O.B. - results matter
Work VERY hard in order to EARN the good life
Passion First
Tests Boundaries - discovery is important
Look to your peer group for answers/immediate feedback
Respecter contribution and skill sets
Hierarchy is a deterrent—too slow (collaboration is best)
Need exciting work to feel accomplished
Decisions are to be made on the front lines/in the moment (speed)
Answers to problems come from anyone regardless of age
Find something you are PASSIONATE about
New ideas matter more than results
Life, relationships and work must be in proper balance
Wants/Needs a Conductor
Better to wait for permission than make a mistake and get fired
Rules & structure are necessary for order
Career paths determined by time/effort
Follow “Chain of Command” for decisions (slowly)
Position & power MUST be earned
Age + Time + Position = Power/Corner Office
Great Ideas come from higher ups
Promotion determined by age + time, not abilities
Leadership is stable, older and unapproachable
Decisions come from higherups (slow)
Jazz Improvisation
Better to ask for forgiveness than wait for permission
Mistakes are how we learn/rules limit creativity
Career path determined by keeping skills up-to-date
Peer-to-peer driven/flattened hierarchy = speed
Position determined by contribution & skill set
Position/Leadership is ALWAYS rotating
Innovative ideas can come from anywhere
Teams determine your position
Leadership is rotational—leaders are mentors
Decisions need to be made NOW (speeds up productivity)
Face-to-Face/Meetings
Formalized & Structured
Permission to speak reflective of position
Meetings are important to controlling output
Face-to-Face is important
Linear communication styles/lectures
Requires long periods of focused attention
Questions are interruptions—direspectful
Formal paper trail/memos
Lots of typing
Technology/Speed
Casual & Collaborative
Does NOT KNOW they need permission to speak up
Meetings slow down production
Face time wastes time/IMing preferred
Collaborative and iterative (always in flux)
Short, intense bursts of intense focus/repeat
Questions show engagement/share ideas
Texting = talking/Smartphone dependent
Visually driven/gamification
BOOMERS vs. MILLENNIALS
Can we get along?
Earn It
Don’t Screw Up! or your career is OVER
Avoid Risk – mistakes get you fired!
Wait and see, analyze, then take action (linear)
Fear of “looking foolish”
Beginning/middle/end = accomplishment
Work for years without recognition
Appreciation is for marriage, not business
Need for Appreciation
Big Risk = Big Rewards
Embrace Risk – mistakes are how you learn
Iterative activity is the key to success (nonlinear)
Risks are a part of the “game”
Breakthroughs come from trying anything once
Need consistent reasurrance/recognition
Need to feel appreciated/will leave if underappreciated
Work Hard
Knowledge & Power needs to be concentrated
Expertise is hard to get (diploma + experience)
Knowledge hoarding is the key to success
Quantitative – you can measure risk/reward
Knowledge gained, experience + time = expert
Learning new things slows down at the top
More experience = more authority
Three page resumes
Create Your Reality
Knowledge MUST be Distributed & SHARED with speed
Expertise is easy to get (Khan Academy)
Knowledge sharing is key to success
Qualitative – trusts intuition (gut feelings)
I Googled it, researched it = expert
Open to a lifetime of learning new things
Consistent upgrade of skills = genius status
Word of mouth gets the job
WHAT IS DRIVING EACH GENERATION?
PREFERRED COMMUNICATION STYLES
WORK ETHIC
FITTING INTO THE WORLD
A simple infographic to help you
understand what drives Boomers,
Gen X, Gen Y and Millennials.
*Pssst: Millennials don’t call
themselves Millennials;-)
Boomers created these categories.
*
LIQUID LEADERSHIP
DEVELOPING HIGH-PERFORMING 21ST CENTURY WORKFORCE CULTURES
W W W . L I Q U I D L E A D E R S H I P . C O M
WHAT ABOUT ORGANIZATIONAL HIERARCHY?
© 2015 Brad Szollose, All Rights Reserved. Source Material: Liquid Leadership: From Woodstock to Wikipedia by Brad Szollose.
Logos and brand identities presented here are for educational purposes only,
and the property of their respective owners.
By 2020, millennials will form
50% of the global workforce.
* Millennials at Work: Reshaping The Workplace by Pricewaterhouse Coopers International Limited
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