By Kris Whipple
Do you know your “Traditionalist” from your “Boomer”? How does “Gen X” differ from “Gen Y”? As a trainer, does it really matter? If you’ve ever been challenged by a veteran staff or volunteer who is the “strong, silent type,” or a new hire who prefers texting to training, it may be time to enhance your multi-generational IQ. Because for the first time in history, four distinct generations are working and volunteering side by side, creating new opportunities and challenges for trainers.
What creates these generational differences in the first place? According to organizational development scholar Dr. Morris Massey, significant events have shaped the value systems (and therefore the attitudes and behaviors) of each generation. And while it’s important never to stereotype any generation or individual (after all, age is only one of many variables that make each of us unique), understanding these values can help us gain a better appreciation and understanding of our training audience.
For instance, employees and retirees born between 1922 and 1945 (sometimes called “Traditionalists” and “The Greatest Generation”) are likely to have been heavily influenced by the Great Depression and World War II. Shaped by these events and the more conventional style of schooling they received while growing up, they generally value hard work, trust, loyalty, and respect for authority and rules. While they may be more reserved about sharing their thoughts than younger trainees, they are usually highly dedicated and motivated, believe in paying their dues, and expect the same from others around them. Accustomed to a more traditional work environment, they typically understand and appreciate the importance of professional attire, being on time, and other positive work-related behaviors. They are typically more comfortable with formal organizational structures and communication styles than younger trainees.
Contrary to the hardships faced by their Traditionalist parents, Baby Boomers (born between 1946 and 1964) were influenced by the optimism of post-World War II America and parents who tried to provide them with the best of everything. The result? A generation focused on achievement that views hard work and peer competition as necessary for success. (Remember, it was the Boomers who started the workaholic trend.) Raised with the pop psychology and self-help books of the 1960s, Boomers value personal growth (which includes training) and individuality over authority and rules. As a trainer you can help meet the needs of this generation through team-based training and communication that is open, direct, and detailed.
Influenced by the double-digit inflation and the stress faced by their Boomer parents during times of on-and-off unemployment, Generation Xers (those born between 1965 and 1977) value entrepreneurial spirit, independence, flexibility, and creativity and are often more focused on their own development than the success of their organization. While Traditionalists and Boomers may view this as disloyal, Gen Xers simply see it as practical since experience has shown them that investing in organizations isn’t always reliable. Instead, Gen Xers believe it’s important to build a repertoire of skills and experiences that they can take with them if they need to move on. They often have clear, self-imposed goals and prefer managing their own time and solving their own problems rather than having them managed by a supervisor. For this reason, they value access to information, including continuous feedback. Seeing the sacrifices made by their Boomer parents for the sake of their careers, Gen X is the generation that introduced the idea of balance to the workplace. This means that while Traditionalists are working hard because it’s “the right thing to do” and Boomers are working hard to move up the ladder, Xers are motivated to work hard and seek faster, more efficient ways of doing business so that they can better balance work, outside responsibilities, and fun. As a trainer you can meet their communication needs for constant and efficient feedback by frequent use of e-mail and using an informal communication style.
Heavily influenced by the high-tech revolution, Gen Y or Millenials (those born between 1977 and 2000) have never known a world without video games, cell phones, and ATMs. They were raised by “helicopter parents” (who hover over their kids) on a structured diet of soccer, play dates, and school activities designed to enhance their self-esteem and future success. These experiences, according to Massey, have helped create a generation that values positive reinforcement and attitudes, autonomy, money (both making and spending it), and technology. The secret to motivating this group? Systematic and frequent feedback, unique training opportunities via creative media, engaging experiences, and a fun, team-oriented learning environment.
Training today’s generationally diverse workforce starts with understanding the values that drive attitudes and behaviors. By appreciating the unique strengths and skills of each generation and applying training strategies that meet their needs, it’s possible to effectively train multiple generations, from Boomers to Gen Y.
For More Information
Massey, Morris. “Tips to Improve Interaction Among the Generations: Traditionalists, Boomers, Xers, and Nexters.” Retrieved February 17, 2010, from http://honolulu.hawaii.edu/intranet/committees/FacDevCom/guidebk/teachtip/intergencomm.htm.
Kris Whipple, CIG, CIT, CIP, is an interpretive consultant/trainer in Naples, Florida. She can be contacted at kris.w@earthlink.net.
Heather
March 31, 2010 at 4:33 pm
I must admit extreme fascination with the concept of generational learning, particularly seeing the concept of differnt learning styles through a lense of age or generation.
Perhaps important to remember too is that like many other issues in learning, this is not a black-and-white concept. I found as I was reading the descriptions above that I felt I could fit into two generations, with the one that I was born in perhaps weighing a bit heavier on the scale. At first I assumed it was becuse I was born on the border, but as I looked at it longer, my parents were also born on the border between baby boomer and traditionalist, which could have impacted my borderline status!
Point being that we should use this as a guide to further enhance education and training for different styles of learners, but not make the assumption that every traditionalist will be the same!
Great article!