A Study of Similarities and Differences in Leading Generation X and Y in 2010.

1. A Study of Similarities and Differences in Leading Generation X and Y Presented by: Caryn Bursey

2. Problem Both generations have similar and different characteristics and need specific leadership styles One of the biggest reasons employees leave an organization is their supervisor (Gravett & Throckmorton, 2006) Payroll is one of the biggest line items in HR & Corporate Budget Corporations lose millions of dollars in recruitment and turnover costs.

3. GENERATION Defined GENERATION: “Each Generation is a group of individuals born and living contemporaneously who have common knowledge and experience that affects their thoughts, attitudes, values, beliefs and behaviors” (Johnson & Johnson, p.6., 2010)

4. Generation X Defined Simons (2010), defines Generation X as “People born between 1964 and 1977” (p.30). Also known as: Latch-key Kids, Sandwich Generation, Baby Busters and more. Latch-key kids? It is estimated that 40% of children were given a key to there home to fend for themselves (Johnson & Johnson, 2010)

5. Gen X History “In the 70’s, 50% of these marriages ended in divorce”, this meant that roughly half of all Gen X’ers witnessed the dissolution of their families” (2010, p.64.) Gen X has the smallest birth rate (Simon, 2010, Mcalister, 2009).

6. Things That Defined Generation X

8. Dislike authority and rigid work requirementsI don't need someone looking over my shoulder Work well in multicultural settings Practical approach to getting things done “Live for today” mentality

9. Generation X – Values and Work Ethic Diversity Thinking globally Balance Techno-literacy Fun Informality Self-reliance “differently oriented toward work” “just a job” Flexible hours, informal work environment, just the right amount of supervision Multi-tasking Give them lots to do and freedom to do it their way

10. What makes them tick? They tend to avoid corporate politics – they have no orientation for this They are generally not very interested in traditional perks They are usually motivated by the prospect of independence, the lack of corporate structure, a lack of rigidity, and the latest technological advances Unlike their Brethren, Gen Y; they do not “synthesize” with technology.

11. The Myths surrounding Gen X Higher Salary is more important than work balance. Gen Xer’s strive for a balance between work and life and are motivated by freedom to do things their way. Catalyst (2005) a long-time women’s organization describes; “Gen Xers have several reasons for wanting to use alternative work schedules”. The top reason was to meet childcare responsibilities, followed by the ability to attend school, personal health and personal reasons unrelated to the family” (p. 39).

12. The Myths surrounding Gen X They are arrogant They are intensely self-confident and sometimes taken for arrogant, but rather children who have had to solve problems on their own. (Minerd, 2009)

13. The Myths surrounding Gen X They’re not willing to work hard. In interviews, Gen Xers consistently tell us they are willing to work very hard. They don’t want to be taken advantage of, though. Many believe it’s unfair to expect a seventy-hour week for forty hours of pay. And, as a generation, they’re committed to having a life beyond work. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997)

14. The Myths surrounding Gen X They’re living on easy street. In the 1950s, young homeowners could make the monthly mortgage payment by using 14% of their income. Today it takes 40%. And today, folks older than sixty will get back about $200 for every $100 they put into Social Security. Gen Xers will lose more than $100 for every $450 they contribute. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997)

15. Generation X key characteristics they want in their leaders Approachable Actively listens to their ideas, suggestions and needs Is supportive of the need for a life outside of work Has a high level of integrity Provides regular feedback beyond the annual review Doesn’t micro-manage but let’s them do their job and ask for help if necessary

16. Generation Y Defined “People born between 1978 and 1994” according to Mcalister (2009, p13) and Simon, (2010, p33). Other names for this group are Generation Xs, Echo Boomers, Digital Generation, Nexters, Helicopter Kids, Baby-on-Board, etc. Baby-on-Board? BABY ON BOARD!

17. Gen Y History Born from Parents of young Baby Boomers and Generation X, from birth this generation has taken a place of priority in the world. Parental Control, Tracking, Children’s Defense RESULT: Lack of Consequences, Little Responsibility & No heavy lifting (Johnson & Johnson, 2010)

18. Things That Defined Generation Y

20. Typically team-oriented, banding together to date and socialize rather than pairing off

21. “They text, talk, listen to music but that doesn’t mean they are retaining information” McAlister, 2009, p.34)

23. What Generation Y Learned from Video Games Increased problem-solving and decision-making Speed and a sense of urgency provide motivation Video games Provide rapid feedback Adjust the level of difficulty to the expertise of the player Allow the player to explore situations and create unique scenarios

24. So This is Why They Call it Generation Y

26. 94% own a cell phone

27. 76% use instant messaging

28. 69% have a Facebook account

29. 44% read blogs

30. 34% use Web sites as their primary source of news.According to Net.generation

31. Generation Y Techie Behavior 81% use email to keep in touch with friends and family 78% believe the internet helps them with work 70% use instant messaging to keep in touch 56% prefer the internet over the telephone 55% use email to arrange face-to-face meetings According to Net.Generation

33. Expect structure in the workplace

34. Have a reliance on testing that focuses on facts and may result in less critical thinking skills

35. Expect organization and compelling engagement

37. What are effective leadership practices for Gen X?

38. What are effective leadership practices for Gen Y?

39. What are Effective Leadership Practices for Gen X and Gen Y?

40. Recommended Action Plan Gain knowledge and understanding of characteristics of both generations. Use audits, group meetings or exercise to understand the gaps. Understand that these generations will not put up with the demanding socially isolating, personally draining environment of the past. Educate, implement and track suggested leadership best practices

41. Questions?

43. BTW RU Plugged In? Engaging the Millennial Student http://class.ccaurora.edu/twt/CCA%20presentation%20Engaging%20Millennial%20students.pdf

44. Engaging the four generations of workers: A leader’s guide to baby boomers http://www.ddiworld.com/pdf/engagingthefourgenerationsofworkers_aleadersguidetobabyboomers_ar_ddi.pdf

45. 5 Ways to Sell to Baby Boomers http://www.thegenxfiles.com/tag/selling

46. Frand, Jason. (2000). The Information Age Mindset: Changes in Students and Implications for Higher Education. EDUCAUSE Review 35(5), 15-24.

47. GENERATIONS “ Speaking their Language” http://www.caccrao.org/docs/Presentation%20Generations%20Speaking%20Their%20Language.ppt

49. Oblinger, D. Oblinger, J. Is it age or IT: First steps toward understanding the net generation.http://www.educause.edu/IsItAgeorIT%3AFirstStepsTowardUnderstandingtheNetGeneration/6058

50. Reach Students Online http://www.reachstudentsonline.org/know-your-market.html

51. Roberts, G.R. (N.D.) Technology and learning expectations of the net generation. Retrieved from http://www.educause.edu

52. The Internet and Education: Findings of the Pew Internet and American Life Project http://www.pewinternet.org/reports/pdfs/PIP_Schools_Report.pdf

53. The Internet Goes to College: How Students are Living in the Future with Today’s Technology http://www.pewInternet.org/reports/toc.asp?Report=71