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When Generations Collide

When Generations Collide. Patty Scott, Ed.D. President Southwestern Oregon Community College pscott@socc.edu. Providing A Contextual Framework. Generation Identity is a state of mind shaped by many events and influences – usually 19-24 years long

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When Generations Collide

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  1. When Generations Collide Patty Scott, Ed.D. President Southwestern Oregon Community College pscott@socc.edu

  2. Providing A Contextual Framework • Generation Identity is a state of mind shaped by many events and influences – usually 19-24 years long • Understanding Generational Differences sets a context of who we are and a context about our employees/customers/club members

  3. Loyal Peaceful, traditional home life Heroes were politicians Conforming, Respect Chain of Command Safe, stable, lifelong jobs Symbols are Important Waste not, Want not Material possessions scarce Strong work ethic/morals Defining Moments: WW1 & 2 Great Depression GI Bill New Deal Never elected a president from their ranks Bracero program Japanese camps Silent GenerationBorn between 1925–1945(75 Million)or 1925-1942

  4. Largest generation of their time/will work longer than their parents Idealists/Optimistic Quest for social justice and equality reigned Need to know things Question authority/broke old patterns/traditions Competitive Profession consistent with ideals Activist generation Defining Moments: JFK, MLK, Robert Kennedy The Beatles, the Grateful Dead, Elvis, Television Vietnam Civil Rights First man on the moon Watergate Black Power Women’s Rights Chicano, Asian American, African American Civil Rights Movement Baby BoomersBorn between 1946 – 1964 (80 Million) or 1943-1960

  5. Question authority/Skeptical Most Misunderstood Economic uncertainty Broken homes; rise in teen pregnancy & drug use Latch-key and day care kids Self-directed/Resourceful Independent Greatest diversity Educated Mistrust of Institutions/Relationships Heroes? What heroes? Defining Moments: Star Wars (the movie) Microwaves AIDS Cable TV/MTV Tiananmen Square, Exxon Valdez, SF Earthquake President Reagan shot Personal Computers/Fax Machines Drunk Driving Penalties On going Civil Rights Movement Title 9 Generation XBorn between 1965 – 1981 (46 Million) or 1961-1981

  6. Creative/Smart generation High-tech, high-touch Included in major family decisions, multi-taskers Confident, Realistic about challenges of modern life Service is key Personal Safety #1 concern Collaborative Appreciates Diversity-- part of life/workplace Millennials, Gen Y, Gen Next, Echo Gen, Tech GenBorn between 1982 – 2002 (76 Million) Defining Moments: Operation Desert Storm Zero tolerance rules I-Pods & Video I-Pods Oklahoma city Bombing Columbine Shooting Racism Awareness Workshops – sky rocket Increased High School Drop outs 911 2002 Election 2008 Election

  7. Cuspers Traditionalist / Baby Boomers – 1940-1945 Boomers / Generation X – 1960-1965 Generation X / Millennial – 1975-1980

  8. Why should we care about four generations interacting? • People are living and working longer • Four generations, each with distinct values, are working side by side • Turnover rates are on the rise, with massive retirements occurring, declining membership • Different values, experiences, work styles, and attitudes are creating misunderstandings and frustrations • Understanding the generations can give organizations a competitive edge in recruiting, retaining, managing, and motivating the best and the brightest • If we want to recruit respective generations, we must address their values, interests, language, motivators, and styles

  9. Core Traits of Millennials: Special/Parenting • Co-purchasing with parents • Highly involved parents coming • Devotion from parents expected in workplace • Special or spoiled • You are special and we expect special things from you • Decline in # reporting values different than parents • Deeper agreement on cultural values • Moving back home has lost its stigma

  10. Core Traits of Millennials: Sheltered • Amber Alert generation • Expect adult protection, authoritative security and rule enforcement • Comfortable with zero tolerance • Take less health risks • Expect rising attention to sexual harassment • Want a broader array of protective safeguards

  11. Core Traits of Millennials: Confident/Entitlement • Believe they can achieve great things • Faith that America’s big problems really can be solved • Believe they will be financially more successful than parents. • Confidence or cockiness • Want to be heard • Expect recognition for work well done

  12. Core Traits of Millennials: Team-Oriented/Collaboration • Work as a Team Sport • Look after each other, help the community • Social environment in office important • Use of technology is a group activity • Service-oriented – pursuing nonprofit and government jobs • Social aspects of job important • Inclusive style • “Friending” on Facebook • New communication styles – 10.6 hours/day

  13. Core Traits of Millennials: Pressured/Need for Speed • Stress is a reality • Connection between today’s behavior and tomorrow’s payoff • Pressured environment – fixated on long-term planning • Emotional stress • Multitasking • Want response immediately

  14. Core Traits of Millennials:Social Networking • Gather around the Virtual Water Cooler • The Networked Generation • I feel Naked without my cell phone • Constant contact • Judge me by what I produce, not by what you assume I am doing at my desk • Consumer reports to consumer

  15. Core Traits of Millennials: Achieving/Great Expectations/Meaning • Spend to much time focused on grades and performing • High expectations for fulfillment and success • Offended by the idea of having to pay dues • Expect the moon • Want to be heard • Want to know they are succeeding • Work/life balance

  16. Summary points on Millennials • Parents are deeply involved in all aspects of their child’s experience. • Have high expectations for on-line services. • Safety and security matter. • Millennial expect to be treated special. • Team-oriented and collaborators. • Need for speed and connection. • Have expectations and seek meaning • Social Networked

  17. References • Howe, N. and Strauss W. (2007). Millennials Go to College • Howe, N. (2010). Millennials in the workplace • Howe, N. and Strauss W. (2000). Millennials Rising: The next great generation • Lancaster, L, and Stillman, D. (2002). When generations collide. • Lancaster, L.C. & Stillman (2010). The M-factor: How the Millennial Generation is rocking the workplace.

  18. Small group work

  19. Defining Your Generation Growing up, what one word describes our relationship with your parents? What one work describes your attitude about employee evaluations? Are there any gender/cultural/ethnic, class differences within your generation? If you participated in athletics, describe your relationship with the coach?

  20. Applying Our Work to Different Generations How do we market/recruit/retain different generations? How do we provide customer services? How do club members learn from different generations? How do we coach/supervise/work with our club members from different generations?

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