Generation Matters! Collaborating Effectively Across Generations

1. Generation Matters!Collaborating Effectively Across Generations GSA 2010 Conflict Management & Collaboration Summit Mary Abbajay & Karen Bedell

2. About Careerstone Group • Small, Woman-Owned Business/Available on the GSA MOBIS Schedule & through GSA U4P (BPA) • Organization Development Consultants & Facilitators • Professional Development & Training • Focus/Expertise: Leveraging Generational Diversity ©2010 Careerstone Group, LLC

3. About Us • Mary Abbajay • Gen X; Entrepreneur (started and owned three successful businesses); George Mason adjunct faculty, Radio show host; Local T.V. work-life commentator • Karen Bedell • Baby Boomer; Corporate career now entrepreneur; Mother of two Gen Ys; Runner; Cyclist; YMCA Spin Instructor ©2010 Careerstone Group, LLC

4. 21st Century Agencies Must ADAPT! Anticipate/Accept Change Develop a Network Advance Diversity Play Well with Others Take Responsibility ©2010 Careerstone Group, LLC

5. Generational Intelligence in the Workplace Objectives: • Identify the four generations in the workplace today • Appreciate the differences in generational perspectives • Understand how generational perspectives impact the way we prefer to work • Discuss Generational “clash points” and how to mitigate them • Have fun! ©2010 Careerstone Group, LLC

6. Generation Matters “Children today are tyrants. They contradict their parents, gobble their food, and tyrannize their teachers...” Socrates 469-399 BC ©2010 Careerstone Group, LLC

7. What's New In This Generation Gap? • First time four generations are working side by side in the American workplace • The American workplace has changed • Increased global competition • The Millennials will hit the workplace in huge numbers • Rapid rise of and shifts in technology ©2010 Careerstone Group, LLC

8. Federal Workforce Challenges • 60% of the Federal workforce will be eligible to retire in the next decade--an estimated 40% will actually retire • 64% of SES eligible to retire by 2012 (Average age of actual retirement is 58) • Tenure for Federal employees is decreasing • By 2010, number of overall American prime age workers (aged 35 to 45) will decrease by 10% ©2010 Careerstone Group, LLC

9. Why is this important NOW at GSA? • Meeting the challenges and goals of of the 21st Century (and the new Administration) will require everybody’s participation and collaboration • Understanding generational differences is necessary to understand GSA internal and external stakeholders • The ability to communicate and build relationship across generations will give GSA the “edge” ©2010 Careerstone Group, LLC

10. Who are the Four Generations? Neil Howe & William Strauss, “Generations” ©2010 Careerstone Group, LLC

11. Let’s See What This Looks Like! ©2010 Careerstone Group, LLC

12. Clash Points & Projections ©2010 Careerstone Group, LLC • Projections and “stories” we often hear about older generations: • Stuck in their ways, resistant to change, technophobes, reluctant to give up power, retired in place, clogging the system, etc. • Projections and “stories” we often hear about about younger generations: • Impatient, disrespectful, entitled, spoiled, technically advanced, book smart—not street smart, poor work ethic, no loyalty. etc.

13. Generational Commonalities • We may be from different generations, but we have common needs and frustrations with our workplace. • We often articulate these needs and frustrations differently. • Awareness & appreciation of different perspectives is key to building on commonalities! ©2010 Careerstone Group, LLC

14. “All generalizations are dangerous, even this one.” Alexander Dumas 1824-1895 ©2010 Careerstone Group, LLC

15. What Influences a Generation? Core values are programmed into us during the first 15 years of life through four major influences: • Parents/Family Structure • Economic Status, Ethnicity, Religion, etc. • Events • Technology Shifts • Cultural Norms ©2010 Careerstone Group, LLC

16. TraditionalistsBorn 1922-1945 52 Million 5% of Workforce Rapidly disappearing from full time work Loyal to employer Their work world beliefs and models still have strong influence ©2010 Careerstone Group, LLC

17. Parents/Family Structure • Immigrants • Extended families • Depression era–economically deprived • Traditional roles ©2010 Careerstone Group, LLC

18. Traditionalist Seminal Events • 1920’s… Segregation • 1927 Lindbergh completes first transatlantic flight • 1929 Stock market crashes • 1930 Depression deepens • 1931 Star spangled banner--national anthem • 1932 Lindbergh baby kidnapped; FDR elected • 1933 Dustbowl • 1934 New Deal • 1936 Jesse Owens wins gold medal at Olympics • 1937 Hindenburg Tragedy; Hitler invades Austria • 1941 Pearl Harbor--US enters WW2 • 1944 D-Day in Normandy; Congress passes GI Bill • 1945 FDR dies; Victory in Europe and Japan • 1946 Dr. Spock publishes Common Sense Book of Baby and Child Care • 1950 Korean War ©2010 Careerstone Group, LLC

19. Technology Shifts • Assembly Line • Radio - Early Television • Cars • Household Appliances ©2010 Careerstone Group, LLC

20. Cultural Norms • Radio, Newspapers • Work first, play later • Patriotism • Post-WW2 Boom and Shifts • Segregated communities • Separated communities ©2010 Careerstone Group, LLC

21. Dedication Sacrifice Hard work Conformity Law & Order Honor Patience Respect for authority–know your place Duty before pleasure Adherence to rules Traditionalists’ Values Traditionalists’ Key Word: Loyalty ©2010 Careerstone Group, LLC

22. Traditionalists at Work • Military model: rank & status, structure & authority • Manufacturing Model: Division of labor & Assembly Line • Clear boundaries in work space • Believe promotions, raises, and recognition come from job tenure • Work ethic: timeliness, productivity, and not drawing attention • Loyal to their employer and expect the same in return • Many large organizations created with Traditionalist values! These work world beliefs and models still have strong influence in the Federal Sector. ©2010 Careerstone Group, LLC

23. Workplace Strategies: Traditionalists • Honor the chain of command • Value their experience • Appreciate their dedication • Honor their experience • Face to Face Communication • Respect • Adopt a mentoring mindset with technology • “Your experience is respected here” • It’s important for us to hear what has and hasn’t worked in the past” • Your perseverance is valued and will be rewarded” • “Will you mentor me” ©2010 Careerstone Group, LLC

24. Baby Boomers Born 1946-1960 76 million 40 to 45% of workforce Mid to late career: entering traditional retirement age Large and in charge Career oriented–willing to work long hours Long period of economic prosperity Social change agents “Me Generation” Youth oriented ©2010 Careerstone Group, LLC

25. Baby Boomers Born 1946-1960 76 million 40 to 45% of workforce Mid to late career: entering traditional retirement age Large and in charge Career oriented–willing to work long hours Long period of economic prosperity Social change agents “Me Generation” Youth oriented ©2010 Careerstone Group, LLC

26. Baby Boomers Born 1946-1960 76 million 40 to 45% of workforce Mid to late career: entering traditional retirement age Large and in charge Career oriented–willing to work long hours Long period of economic prosperity Social change agents “Me Generation” Youth oriented ©2010 Careerstone Group, LLC

27. Parents/Family Structure • Traditionalist Parents • Traditional roles--Mother at home, Father knows best ©2010 Careerstone Group, LLC

28. Boomer Seminal Events • 1954 McCarthy hearings begin • 1955 Salk vaccine tested; Rosa Parks • 1957 First nuclear power plant • 1957 Civil Rights Act • 1960 Birth control pill; Kennedy elected • 1962 Cuban missile crisis; John Glenn circles the earth • 1963 Martin Luther King leads march on DC; JFK assassinated • 1964 Civil Rights Act • 1965 Ground troops sent to Vietnam/Voting Rights Act • 1966 NOW founded; Cultural revolution in China • 1967 American Indian movement founded • 1968 MLK and RFK assassinated • 1969 First Lunar Landing; Woodstock • 1970 Kent State University Shootings ©2010 Careerstone Group, LLC

29. Technology Shifts • Color T.V • Medical Technology Advances • Air Travel ©2010 Careerstone Group, LLC

30. Free Love–Hippies Rock and Roll Vietnam Protests T.V. Families–still traditional Suburbs Growing affluence Questioning authority–invented “the generation gap” Questioning social norms Changing institutions More access to information (TV) Cultural Norms: The Boomer World ©2010 Careerstone Group, LLC

31. Team orientation Question authority Personal gratification Involvement Health and wellness Personal growth Youth Work Boomers’ Values Boomers’ Key Word: Optimistic ©2010 Careerstone Group, LLC

32. Boomers’ Work World • Moving from manufacturing to services • More educated workforce • Equal Rights Laws (gender and race related) • Teams and Matrixed Organizations ©2010 Careerstone Group, LLC

33. Baby Boomers at Work • Believe in, champion, and evaluate themselves and others based on their work ethic. • Work ethic for Boomers is measured in hours worked. Measuring productivity in those hours is less important. • Believe teamwork is critical to success. • Believe relationship building is very important. • Expect loyalty from those they work with. ©2010 Careerstone Group, LLC

34. Show respect Choose face-to-face conversations Give them your full attention Play the game Learn the corporate history Demonstrate loyalty “You are important to our success” “We recognize your unique and important contribution to the team/organization” “What is your vision?” “You are valued” “You’re a Senior EVP!” Workplace Strategies: Boomers ©2010 Careerstone Group, LLC

35. Boomer Resentment! ©2010 Careerstone Group, LLC

36. Generation XBorn 1961-1981 51 Million 30% to 40% of Workforce Moving into leadership positions Entering mid-career Sandwiched between 2 huge generations Raising families Educated, entrepreneurial workforce Barack Obama! ©2010 Careerstone Group, LLC

37. Parents/Family Structure • Some Traditionalists • Some Early Boomers • Rising Divorce Rates • Working Parents • Non-indulgence ©2010 Careerstone Group, LLC

38. Gen X Seminal Events • 1970 Women's Lib protests • 1972 PLO terrorists at Munich Olympics • 1973 Watergate; Energy crisis begins • 1975 Fall of Saigon • 1976 Tandy and Apple market PC’s • 1978 Jonestown Suicide • 1979 Three mile island; massive layoffs begin in US corps • 1980 John Lennon shot; Ronald Reagan inaugurated; Aids hits • 1986 Challenger disaster • 1987 Stock market plummets • 1988 Terrorist bomb--flight 103 • 1989 Valdez oil tanker spill; Berlin Wall falls • 1991 Operation Desert Storm • 1992 Rodney King Beating ©2010 Careerstone Group, LLC

39. Technology Shifts • Cable--MTV • Personal Computers • More airline travel ©2010 Careerstone Group, LLC

40. High Divorce Rate/Lower birth rate Latch-key kids Even more TV (cable); More information Economic uncertainty American uncertainty Loss of faith in institutions: Marriage Corporations Government Beginning of “global marketplace” “Yuppies” Cultural Norms: Gen X World ©2010 Careerstone Group, LLC

41. Gen X Core Values • Fun • Informality • Self-reliance/Independence • Pragmatism • Diversity • Global Thinking • Balance • Techno-literacy • Initiative Gen X Key Word: Skeptical ©2010 Careerstone Group, LLC

42. Gen X Work World • More flexible arrangements • More technology • Layoffs: tech boom and crash • Rise in small businesses • Less hierarchy ©2010 Careerstone Group, LLC

43. Gen X at Work • Eschew the hard-core, super-motivated, do or die Boomer work ethic. • Want open communication regardless of position, title, or tenure. • Respect production over tenure. Results over role. • Value control of their time—get a life! • Telecommuting, giddy-up! • Look for a person to whom they can invest loyalty, not a company. ©2010 Careerstone Group, LLC

44. Get to the point Use e-mail Give them space Get over notion of “paying dues” Lighten up Open and direct communication “Do it your way” “You can work independently” “We’ve got the latest IT” “Pay for Performance, not tenure” “There aren’t a lot of rules here” Workplace Strategies: Gen X ©2010 Careerstone Group, LLC

45. Xers and Boomers: 10 Delineators • Xers think the “job”, Boomers think “career” • Xers are blunt, Boomers diplomatic • Xers unfazed by authority, Boomers are impressed • Xers feel indifferent about approval, Boomers seek it • Xers mistrust business practices, Boomers defend them • Xers are self reliant, Boomers team oriented • Xers task and result oriented, Boomers relationship and process oriented • Xers assimilate technology, Boomers accommodate it • Xers want to be viewed on merit, Boomers was experience to count • Xers want to survive, Boomers want to change the world ©2010 Careerstone Group, LLC

46. Generation YBorn 1982 to 2000 75+ million 15%-20% of workforce (and growing!) Will soon outnumber Gen X Launching careers Educated Competitive Looking to contribute now! ©2010 Careerstone Group, LLC

47. Parents/Family Structure • Boomers • Some divorce • More wealth • Child-focus • Seat at the table • Parent as friend ©2010 Careerstone Group, LLC

48. Gen Y Seminal Events • Oklahoma City Bombing • Clinton/Lewinsky • Columbine • 2000 Election--hanging chads • 9/11 • Tsunami in Asia; Hurricane Katrina • Darfur • Iraq • War on Terror (terror alerts) • Virginia Tech Shooting • Global Warming • Rise of China & India • Barack Obama, President of the United States • Financial Institution Failures • International Government Bail Outs ©2010 Careerstone Group, LLC

49. Technology Shifts • Internet/Web 2.0 • Cell phone technology • E-Social Networks • Genome project • Nano technology ©2010 Careerstone Group, LLC

50. Child Focus: Baby on Board My Child is on the ----- Honor Roll Helicopter parents Democratic family systems Stranger fear Technology speeds up Wikki World Reality TV Busy, over-planned lives Increased competition for college--stress Long period of economic growth and affluence Economic disparities growing Green Movement Cultural Norms: Gen Y World ©2010 Careerstone Group, LLC