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Welcome to our new look Newsletter.
Introducing Logical Creativity Training
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Logical Creativity Training is a new service offering we have developed, built off our business coaching platform and based on the most advanced course-ware available. A unique core skills learning, development and engagement system that assists businesses large and small to engage and energize their team and, in particular, engage the younger generations Gen Y.
Check out our new associates and revised website for more information.
. Every month we will be providing you with interesting articles, information and tips on how to manage the different generations in your workplace. We'll also be giving you a flavour of our new training modules with different 'mini trainings' that you can use in your own professional development. First lets start at the beginning and talk about the generation gap and what can be done to energize the different groups. |
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Closing The Generation Gap
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The phrase generation gap implies that a great abyss exists between the old and the young and that it must be immensely difficult to overcome. Kingsley Davis first wrote about the differing generations in 1940, with a perception, at the time, that one generation is vastly different from the other in terms of values, attitudes, and lifestyle; that cross-generationally, they do not have anything in common. This spurred a massive amount of research about the generations and the generation gap, with a range of results.
If we step back and really examine the situation, we see the ways that previous generations have had great influence on younger generations despite the existence of key differences. In today's workplace we see 60-year-olds working beside 20-year-olds, comprising four distinct generations - Traditionalists, Boomers, Gen X and Gen Y.
Most Traditionalists, also referred to as The Silent Generation (Born 1928-1945), have or will retire in the next few years. They were a generation very much shaped by World War 2 (The formative years of each generation are said to be between the ages of 16 and 23. These years are typically the most important in shaping the views and work values of each generation). They are described as conformists; news comes from the paper, they believed the company or government knew best. Thier core values are caution, self sacrifice, build for a better future, black and white world view.
 The Baby Boomers (Born 1946 to 1965) grew up in a time of consolidation, great economic boom and technological advancement, shaped by civil rights, free love, the swinging sixties, cold-war conflict, the Vietnam War and rock & roll. They have strong work-ethics to the point of workaholics, and view long hours as evidence of loyalty. They value loyalty, dependability, wisdom and experience over technical knowledge, education and ability.
Baby Boomers still currently hold the majority of senior and middle management positions but are currently exiting the workplace in droves. 4 million baby Boomers will leave the Australian workforce in the next 10 years.
Generation X (born 1965 to 1979), were shaped by economic recession, government cutbacks,labour strikes, parents redundancy, AIDS, nuclear threat, environmental deterioration, the birth of personal computers and drugs.  Xers were raised as much by television and external influences as they were by the traditional influence of their families. They started to look to college and university as a normal extension of school, rather than as something reserved only for the wealthy. Gen X were strongly encouraged by baby boomer & traditionalist parents that education was the key to getting on and success. They have a desire for job security and to be recognised, and are driven by goal achievement.
Though when younger they were willing to sacrifice personal life for advancement, they have now become disillusioned and frustrated by advancement being held back by baby boomers holding onto senior positions, and are turning more to self help, personal development and spirituality, seeking out more life/work balance.
Generation Y (Born1980 to 1999) were born into a very child focused world. Raised with technology, the Internet, and the proliferation of mass communication around the world, they are immersed in ready available information, knowing what is happening as it happens. The most highly educated generation on the planet, further education is a given, with a lot of them presenting with masters degrees . Their world has always moved at 100 miles an hour, life is all about speed and instant gratification.
 Just Do It has been the instruction of this generation, you can do anything, there are no losers, trying different things, changing direction and your mind is OK, if it is not working for you, reboot and start again. Gen Y have, up to recent times, only known good economic times; full employment and an abundance of jobs. With these factors as their lifeshapers is it any wonder how they view jobs and careers; they want flexibly, to have time to pursue other interests, more vacation time, continuous training, and telecommuting options. They expect to leverage technology to work efficiently instead of staying late in the office to get it all done.
They are looking for work that engages and stimulates. They want to be rewarded and recognised for minor achievements and have the right to clearly tell us what they want and if they do not get it instantly they let us know with their feet doing the talking and move on to try something else.
An interesting trend has started to emerge with the Gen Y mindset. That is, older generations are adopting the desires and wants of Gen Y, flexible working hours, respect and the opportunity to do work that makes a difference.
Maybe the generations have more in common than the media and researchers would have us believe!
With our youngest staff matured in the glow of computer screens; our oldest in the shadow of the Depression and World War II, of course we are going to be different and have different values and life experiences. But if you look closely, the generations share lots of commonalities, like; each generation has specific defining characteristics about how they approach life, not just work.
All generations are facing the same challenges and opportunities at the same time: the GFC, the looming skills shortage, sagging productivity, knowledge transfer,multiculturalism, the language barrier and stereotypes.
At a deep level, we are all the same. According to recent research by Mercer, the number one priority for employees across all generations is respect. The difference with Gen Y is that they will not respect people based on position, the size of their office (or ego) or the greying of their hair. Gen Y respects those who validate them for who they are now, and who they want to be.
 A key to closing the generation gap is understanding what has influenced and shaped each generation. Getting each of the four generations to see each other not as a stereotype, but to realise and value what each brings to the workplace. Value different views, encourage active listening, decrease ambiguity among team members' roles, support the sharing of expertise, share recognition and appreciation, value hard work and build in humour and fun to the workplace.
Secondly,and by far most importantly, adopt a leadership style where you manage by generations. If you try to manage a Gen Y in the way that you manage Baby Boomers, you will fail.
After all, each generation brings a unique perspective to a workplace. That is invaluable.
All the best,
Michael Wynter
Managing Director
Logical Crreativity
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Meet Our Associates
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With every newsletter we will be introducing to you one of our Training Associates. This month we are introducing Michael Neaves.
What generation are you? In demographics and attitude?
I'm a baby boomer by demographic but have a strong association with people of all ages. I use Facebook, but not extensively, and my involvement in music and theatre opens up relationships with people aged from 17 to 70. I have friends in their 20's and find it no problem at all relating to them.
What's one thing that not many people would know about you?
I perform and direct in the theatre and have done for many years. Right now I'm helping my wife as she produces and directs the Australian premiere of the musical 'Just So' which is running for a week at the Glen Street Theatre in Belrose. We have raised over $40,000 for the Children's Hospital at Westmead over the last 5 years through these charity productions. I also love playing the acoustic and electric guitar and have strong roots in blues and rock.
What do you feel passionate about in life?
Music and theatre in my personal life. In my business life I love facilitating and presenting. In many ways I see these as complimentary passions. Working with vision and values is a favourite because it's fly by the seat of your pants stuff.
Ultimately, I love doing anything which involves people discovering more about themselves. That means awkward questions from me and to me. It's verySocratic.
How long have you been involved in training?
I've been involved with learning and development for 15 years. before that I was in Information Technology. My favourite work is in the area of behavioural profiling.
What interests you about training?
Learning and discovery is a keen interest and that's what training provides if done properly. To really get knowledge transferred you have to deliver the information 2 or 3 times using different language and styles to engage everyone. That's the sort of challenge I enjoy.
Ultimately, what I aim to achieve is building trust between people. Sometimes that's a secondary objectives for the business, but it's always top of mind for me. A business with people who can trust each other is a successfulbusiness.
How do you see the generational differences?
I prefer to look at the generational similarities. In truth, there have always been generational differences; new technologies are always being introduced and if you don't keep up you look like a dinosaur. Generations always want to do things differently from the one before them.The main difference today is the rate of technological change and its use in aiding communication.
Pointing out the differences is not always useful. They will always exist, but agreement is reached when you identify the similarities. Through history we've always had gaps to fill and the next generation finds a way to fill the gap better than the generation before it. That's been a constant.
(Michael Neaves emigrated to Australia from Wales in 1981. He lives in the Northern Beaches with his wife Samantha and his two children Laura 11 and Cameron 8)
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