The document discusses generational diversity and preferences in the workplace. It provides an overview of the four main generations currently in the workforce - Matures, Baby Boomers, Generation X, and Generation Y. For each generation, it outlines defining events, core values, strengths and weaknesses in the professional setting. The presentation aims to help organizations understand generational differences to create a more collaborative environment where all generations can contribute their skills.

1. Understanding Generational
Development Preferences
Misti Burmeister, CEO
Vision: To Create Partnership in the World

2. Creating a Shift…
“All Truth passes through three stages.
First, it is ridiculed.
Second, it is violently opposed.
Third, it is accepted as being self-evident.”
- Arthur Schopenhauer

3. Acknowledging You
“Be the change you wish to see”
-Mahatma Mohandas Gandhi

4. Why is Generational Diversity Important?
“44% of organizations have no
knowledge-transfer process in
place and no plans to create
one.”
-Training + Development, January 2008

5. “Nearly 60 percent of HR managers at large
companies say they’ve observed office conflicts that
flow from generational differences, according to the
Society for Human Resource Management.”
(CNNMoney.com)

6. Your Agenda
About your speaker
Generations at a Glance
Leading Across Generations
Your opportunity

7. About Your Speaker
“When organizations create a space where
the strengths of each generation can
flourish and are aligned with the
vision/mission, they meet with success
beyond comprehension.”
-Misti Burmeister

8. Peter F. Drucker
“Knowledge is information that changes
something or somebody — either by
becoming grounds for actions, or by
making an individual (or an institution)
capable of different or more effective
action.”

9. What Generation Are You, By Year?
Matures, Veterans, Greatest Generation
1922-1943 (ages 65-86)
Baby Boomers
1943-1960 (ages 48-65)
Generation X
1960-1980 (ages 28-48)
Generation Y, Millennials, Echo-Boomers
1980-2000 (ages 8-28)

10. Matures: 1922-1943 = 65-85
Influential Events:
Stock market crashed – 1929
U.S. Depression deepens – 1930
Star Spangled Banner becomes national anthem – 1931
FDR elected – 1932
Social Security System established – 1934
Hitler invades Austria – 1937
U.S. prepares for war – 1940
Pearl Harbor; U.S. enters WW II – 1941
D-Day in Normandy – 1944
FDR dies – 1945
Victory in Europe and Japan – 1945
Korean War – 1950

11. Matures: 1922-1943 = 65-85
Core Values:
Dedication, conformity, law and order, respect,
patience, duty before pleasure, honor
In their profession:
Assets:
Stable, detail oriented, thorough, loyal, hard
working
Liabilities:
Inept with ambiguity and change, reluctant to buck
the system, uncomfortable with conflict, reticent
when they disagree

12. Generational Mission?

13. Baby Boomers: 1943-1960 = 48-65
Seminal Events:
Rosa Parks refuses to move to the back of the bus – 1955
Congress passes the Civil Rights Act – 1957
Birth control pills introduced – 1960
Kennedy elected – 1960
Kennedy established Peace Corps – 1961
Cuban Missile Crisis – 1962
MLK leads march on Washington, DC – 1963
President Kennedy assassinated – 1963
U.S. sends ground combat to Vietnam – 1965
National Organization for Women founded – 1967
MLK and Robert F. Kennedy assassinated – 1968
Woodstock – 1969

14. Baby Boomers: 1943-1960 = 48-65
Core Values:
Optimism, team orientation, personal growth, work,
involvement
In their profession:
Assets:
Team players, willing to do what’s necessary to get
the job done, great relationship builders and team
players
Liabilities:
Spenders, less comfortable going against peers or
dealing with conflict, less willing to give feedback and
sensitive toward receiving feedback

15. Generational Mission?

16. Generation X: 1960-1980 = 28-48
Seminal Events:
Women’s Liberation protests – 1970
Watergate scandal – 1973
Energy crisis begins – 1973
Mass suicide in Jonestown – 1978
U.S. corporations begin massive layoffs – 1979
Iran hold sixty-six Americans hostage – 1979
Ronald Regan inaugurated – 1980
Challenger disaster – 1986
Stock market plummets – 1987
Terrorist bomb blows up flight 103 over Lockerbie – 1988
Fall of Berlin Wall – 1989
Operation Desert Storm – 1991
Rodney King beating videotapes, LA riots - 1992

17. Generation X: 1960-1980 = 28-48
Core Values:
Diversity, thinking globally, balance, informality, self-
reliance
In their profession:
Assets:
adaptable, technoliterate, independent, unintimidated
by authority, creative
Liabilities:
impatient, caught in the middle, inexperienced, cynical

18. Generational Mission?

19. Generation Y: 1980-2000 = 8-28
Seminal Events:
“Babies on Board” ~ focus on children and family
Parent Advocacy
Violence: Oklahoma City bombing, schoolyard shootings – 1995
Technology
Busy, over-planned lives
Multiculturalism/Globalism
Terrorism/Heroism
Clinton/Lewinsky
Columbine High School massacre – 1999
9/11 – Patriotism – stores that sold flags, sold out in 24 hours
Virginia Tech massacre – 2007

20. Generation Y: 1980-2000 = 8-28
Defining Characteristics:
Pay-at-the pump
Netflix
Online Bookstores
Text Messaging
ATM’s & online banking
Online take-out food & groceries
Self check-out at stores

21. Generation Y: 1980-2000 = 8-28
Core Values:
Optimism, civic-minded, inclusive, achievement oriented,
confidence, achievement, sociability, morality, diversity
In their profession:
Assets:
Sociable, optimistic, talented, well-educated,
collaborated, open-minded, influential, positive attitude
and achievement-oriented.
Liabilities:
Distaste for “menial” work, poor people skills,
impatience, need for supervision and structure,
inexperience, confidence

22. Generational Mission?
Create their own… schedule, new ways of getting work
done, the exact job they want, who they report to, etc

23. What Generation Do You FEEL
most like?
Matures, Veterans, Greatest Generation
1922-1943 (ages 65-86)
Baby Boomers
1943-1960 (ages 48-65)
Generation X
1960-1980 (ages 28-48)
Generation Y, Millennials, Echo-Boomers
1980-2000 (ages 8-28)

24. What Generation Are You LEAST
Like?
Matures, Veterans, Greatest Generation
1922-1943 (ages 65-86)
Baby Boomers
1943-1960 (ages 48-65)
Generation X
1960-1980 (ages 28-48)
Generation Y, Millennials, Echo-Boomers
1980-2000 (ages 8-28)

25. Leading Across Generations
What is your career vision? 3-5 years?
What is your organization’s vision?
Motivation/Inspiration = you and your team

26. Loyalty
“Productivity is the outcome of respect.”
- Dr. Samuel Betances

27. Workbook
from Boomers to Bloggers:
Workbook and Resources A Practical
Guide for Leaders of Multi-Generational
Teams

28. Your opportunity…
I = Impact
R = Referral
C = Contact: Email and Phone
M = More Information
Newsletter
Book
Workbook
Presentation Slides

29. Information for this presentation
acquired from:
Zemke, Raines and Filipczak. “Generations at Work.” Copyright 2000.
Deal, Jennifer. “Retiring the Generation Gap: How Young & Old Can Find Common Ground.”
Copyright 2007.
Strauss & Howe. “Generations.” Copyright 1991.
Toossi, Mitra. “A Century of Change: U.S. Labor Force, 1950-2050.” Monthly Labor Review; May
2002.
Chester. “Getting Them to Give a Damn.” Copyright 2005.
Tulgan, Bruce. “The Under-Management Epidemic.” Study conducted by Rainmaker Thinking;
June 2004.
Barash, Susan. “Tripping the Prom Queen: The Truth About Women and Rivalry.” Copyright
2006.
Hankin, Harriet. “The New Workforce: Five Sweeping Trends that Will Shape Your Company’s
Future. Copyright 2005.
Strauss, William & Howe, Neil. “Generations: The History of America’s Future, 1584-2069.
Copyright 1991.
Novations survey. 2007.
Bureau of Labor Statistics.
CNN Money.com. The Generation Gap at Work. December 2007
Fritzson, Howell, and Zakheim. “Resilience Report: Military of Millennials.” March2008

30. Thank You!
www.InspirionInc.com
703.865.6033
MB@InspirionInc.com