Bridging the Generation Gap at Work When we examine diversity in the workplace, have we included generation gaps? There are four generations: "Traditionalists" (born between 1900 and 1945), "Boomers" (born between 1946 and 1964), "Gen Xers" (born between 1965 and 1978), and "Millennial" (born from 1979 and on). The time period in which we were brought up influences our values, how we learn and our workplace expectations. For instance, Boomers can be competitive, having grown up with a large peer group competing for few jobs. Gen Xers grew up in a time of rapid change and two working parents. They tend to be entrepreneurial and pragmatic. Millennials grew up with hectic and busy schedules. They are often technologically adept and optimistic. The challenges and opportunities in working with these different perspectives are significant. You may have been your boss' babysitter or you are now asked to train an employee that used to be your kindergarten teacher. Utilizing the strengths and insights of each "generation" gives us access to tremendous talents. The caution point is how we might make assumptions about generations other than our own. Close working relationships can be a tremendous organizational asset: hectic Millennials can learn patience from Traditionalists or Boomers. Boomers can learn from change-embracing Gen Xers. Whether you're recruiting new employees, training current workers or trying to maximize your organization's technical potential, E. K. Ward & Associates can assist companies to take advantage of the rich opportunities of tapping into the motivators and strengths of all generations. For more information, contact E. K. Ward & Associates at 716-626-1188 or please click here.

Bridging the Workforce's Generation Gap August 2006 Newsletter The new diversity issue is generational differences and, like all diversity issues, the key is understanding, respect and a willingness to listen. Elders, Boomers, Generation X, Millenials: they all bring valuable insights, talents, and abilities to the marketplace and, most of all, they reflect the buying public. Understanding them makes it easier to understand the wants and needs of your customer base. The reality is Viva la difference can translate directly to your bottom line. Clear communication is at the heart of any organization's success and it certainly is basic to turning the impatience, frustration and even conflict caused by generational differences into opportunities to learn from each other. But, what do you do when the other person is speaking a foreign language? That's what many of today's workers are thinking about their co-workers. It's more than chronological age, it's relationship to the organization, life style, career goals, and, yes, the role of technology. The articles in this newsletter will give you insights into the generations, including the impact of major events in their formative years, how they see themselves and others, and even suggestions for effective ways of motivating and managing them. Remember, however, that much as people resemble their generational cohort, they are also unique individuals. Anne Mahoney Glose OI Partners (Williamsville, NY) Please click on the links below to read the complete articles. Generational Differences Can Make for a Confusing Workplace Generational differences are nothing new. The older generation typically thinks young folks are slackers doomed to be failures if they don't "shape up!" They question their values, and worry whether they will ever turn into stable, solid citizens. On the other hand, the young people consider the older generation old fogies afraid to take chances. What are the Moments that Define a Generation? Our lives are full of defining moments, those times that are so significant that they change our perspective forever. We are never quite the same afterwards. It's impossible to judge the magnitude of these moments for anyone else, for what is a defining moment for one might be a mere blip on the screen of life for another. However, when it comes to generational differences, there are critical points in the growing up years of an entire generation that impact how they view life, their own roles and potential, their values and those people and things that are role models for how they make choices throughout their lives. The Generational Divide in Talent Management In today's competitive business environment, organizations are focused on human-capital management and the strategies that maximize competitive advantages. Generational competence - the ability to understand, appreciate and meet the specific needs of different generations - can help an organization maximize the value of its human capital. Generational competence not only helps organizations hire, ... Recognition and the Generational Divide Today's workforce is a mix of baby and post-boomers (40s to 60s) and the generation X/Y group (a.k.a. gamers) who are under 40. Throughout history, there have always been the older and younger groups, but never in corporate history have their styles and appetites been so clearly separate. Today, generational conflicts have the potential to directly impact the bottom line. Younger Managers; Older Workers You can try these seven tips for better interactions with the older generations. Does your workplace suffer from a generational rift? If you're like the majority of companies, the answer is yes. However, today's pressing concern is no longer "how to manage the Generation X crowd." With the Gen X'ers now entering managerial roles, today's biggest concern is how these new young managers can ... Click Here to subscribe to or unsubscribe from this newsletter To learn more about OI Partners, please click here.

E. K. Ward and Associates, Inc.
Anne Mahoney Glose
VP, Principal
4455 Transit Road, Suite 3B
Williamsville, NY 14221
(716) 626-1188
Enquiries: aglose@oipartners.net