Generation X — Born 1965 to 1980
“They Do Not Want to Work as Hard as WE DO!”
When we conduct our generational workshops we often find that Baby Boomers find Generation X to present the biggest challenge in the workplace. Not surprisingly, Gen X’rs usually have the most challenges with Baby Boomers!
What is going on here, why are these two generations at such loggerheads at work? One point of interest that may explain some of the challenges faced by both generations is the fact that the parents of most Gen X’rs are Baby Boomers. It is like we Baby Boomers are working with our children and the X’rs are working with their parents! Another issue that we observe is the difference in company loyalty and a perceived lack of work ethic that Baby Boomers believe is a basic flaw of many Gen X’rs in the workplace. It is true that the X’rs do not share the same work ethic held by many Baby Boomers. This younger generation believes it is important to have a balance between their work and personal life. Generation X’ers believe that work is not the most important thing in their lives. They are resourceful and hardworking, but once 5 o’clock hits, they would rather pursue other interests. They have observed the long hours that their parents worked and see no benefit in doing so themselves. This is the generation that had the divorce rate triple during their formative years. So many were left home alone while their parents worked (the extensive network of daycare/after school centers we have today had yet to be established) that a new phrase was coined to describe the phenomena, latch-key kids!  We Baby Boomers are not their role models when it comes to work. This generation does not want to make what they perceive were mistakes by their parents. Many of them change jobs often in order to assure that they have a wide range of skills that will allow them to work no matter the economic circumstances that may befall their employer or the economy in general. Too many of them witnessed their parents being laid off and then not having any additional skills to fall back on. The word that best describes this generation in a nutshell, skeptical.
So how do you manage this generation at work? They are used to getting feedback quickly by communicating through emails and text messaging.  They want timely communication and feedback and are equally comfortable providing the same to others.  One of the common complaints we hear from Generation X’ers is they do not feel they are listened to in the workplace.  Leadership tips include:
•    Do not micromanage
•    Give candid, timely feedback
•    Encourage informal, open communication
•    Use technology to communicate
•    Provide learning opportunities and mentoring
•    Allow them to manage multiple projects or tasks simultaneously, they like it
Finally, we leave you with this one final observation that may explain in a very poignant way these Gen X’rs and how they view life. In our generational workshops we often ask members of various generations to list some of the heroes they had as they were growing up. Traditionalists, Baby Boomers and Generation Y (Millennials) easily produce a list of the heroes they had growing up. In the numerous presentations we have presented with hundreds of participants we have never had a group of Gen X’rs produce a list, beyond the occasional “my parents or grandparents”. It is almost like a trick question to them. Being a Baby Boomer and having been brought up in a time when I had many heroes (Martin Luther King, John F Kennedy for instance), I cannot imagine what it would have been like to not having any heroes. To me that crystallizes this generation, no heroes, skeptical, and very resourceful, and by the way, they will do it their way.

What You Said Is Not What I Heard – Generational Crosstalk and Why You Should Care
John, age 25, text messages Jill, age 45 that he would like to make some changes to the proposal they just completed.  Jill sits fuming at her desk thinking “Who does John think he is sending me a text message to change the proposal? At least he could have had the decency to talk to me face-to-face.”  What is going on here?  Generations pushing each other’s communication hot buttons.  In the past – you, as a leader, may have paid little or no attention to the age span of employees working for you.  With four generations in the workplace, circumstances have changed.
Some other dramatic changes we will experience are: 1) a globally aging population, 2) increased technology that will change our products and services and how we deliver them, 3) people extending their working careers, but not necessarily staying in their current positions, 4) a significant shortage of employees for the next 7-12 years.  These factors add to the complexity of recruiting, retaining and motivating employees.
To better understand the communication disconnects that are occurring in your workplace it is important to recognize why each generation communicates as they do.   To help facilitate this understanding, let us review each generation and what influenced them during their formative years.

Traditionalists — Born 1900 to 1945 - Traditionalists have worked longer than any of the other generations. They were influenced by the great depression, which instilled in most members of this generation the ability to live within limited means.   They believe in saving for a rainy day and they also believe that you stay with an organization through thick and thin, and have extreme loyalty to those in leadership positions.  Traditionalists are loyal, hardworking, financially conservative and faithful to institutions. They represent about 13% of the workplace.  This generation is most comfortable with face-to face communication.  They are more formal in their communication style than the other three generations.

Baby Boomers — Born 1946 to 1964 – Influenced by President Kennedy’s assassination, Vietnam and the “Pill”, Baby Boomers have always felt compelled to change the system.  Upon entering the work force, Boomers felt compelled to challenge the status quo. As a result, they are responsible for many of the rights and opportunities now taken for granted. Because of their large numbers, Boomers faced competition from each other for jobs. They all but invented the 60-hour workweek, figuring that long hours and hard work was one way to get to rise above the pack and get ahead. Their sense of who they are is deeply connected to their career achievements. They are now looking to change their careers and do something else as they move towards, what in the past, has been traditional retirement age.   Boomers prefer verbal over written communication; call them on the phone rather than sending an email.

Generation X — Born 1965 to 1980 - Generation X’ers were influenced by divorce rates that tripled when they were children, both parents working and being the first latch key kids.  They are technologically savvy, having ushered in the era of video games and personal computers during their formative years. Watching their parents being laid off after years of dedicated service instilled a sense of distrust of institutions. Because they do not expect employer loyalty, Gen X’er’s see no problem changing jobs to advance professionally.
In contrast to the baby boomers’ overtime work ethic, generation X’ers believe that work is not the most important thing in their lives. They are resourceful and hardworking, but once 5 o’clock hits, they would rather pursue other interests.  An X’er is very comfortable communicating with technology such as email and text messaging.

Generation Y — Born 1981 to 1999 - Many in this generation are still in school, but the oldest Y’s are just now entering the work force. This generation has had access to cell phones, pagers and personal computers all their lives.  They have also been influenced by watching natural disasters, riots and other tragedies occurring all over the world live and in color right from the comfort of their living room.
Generation Y’s are eager to learn and enjoy questioning things. They are confident and have high self-esteem. They are collaborators and favor teamwork, having functioned in groups in school, organized sports and extracurricular activities from a very young age. They reject the notion that they have to stay within the rigid confines of a job description. Expect them to keep their career options open. Generation Y’s will think nothing of making career changes and/or building parallel careers.  If you call them instead of emailing or text messaging them, you are wasting their time.  These folks are excellent at multi-tasking, they are most comfortable answering an email while working on a spread sheet and listening to their IPOD.
One-size-fits all communication and leadership is not effective given this new paradigm in the workplace.  Both you as an employer and your employees need to understand and value the communication style of each generation.  Here are some tips to effectively communicate and lead each generation.
Traditionalists - They appreciate information given to them in person.  They are very motivated by clear direction given to them by their supervisor.  They find emails to be an ineffective mode of communication in most instances.  Leadership tips include:
•    Acknowledge experience and expertise
•    Provide them opportunities to mentor younger employees
•    Discuss how their contributions affect the organization
•    Focus on the personal touch
Boomers - While they are most comfortable with face-to-face communication, a phone call is usually preferable to an email.  They spent much of their working life without today’s technology and still are most comfortable with face-to-face, phone calls and interoffice memos.  They differ from the traditionalists in that they want to be part of the decision making, not just given direction.  Leadership tips include:
•    Discuss how they’re making a difference
•    Assign challenging projects
•    Provide public recognition and perks for performance
•    This is the “Sandwich Generation” and you need to support them with their diverse responsibilities

Generation X - They are used to getting feedback quickly by communicating through emails and text messaging.  They want timely communication and feedback and are equally comfortable providing the same to others.  One of the common complaints we hear from Generation X’ers is they do not feel they are listened to in the workplace.  Leadership tips include:
•    Do not micromanage
•    Give candid, timely feedback
•    Encourage informal, open communication
•    Use technology to communicate
•    Provide learning opportunities and mentoring

Generation Y – This generation has grown up with cell phones, text messaging, emails and live electronic chats.  For this generation “My Space” is the modern day version of the community bulletin board or the local hang out (think of Mel’s in American Graffiti).  The difference is they are talking to people across the world, not just people across the street.  Generation Y’ers are most comfortable with communication they can conduct while taking on two or three other tasks simultaneously. Leadership tips include:
•    Provide good supervision and structure
•    Communicate clear objectives and expectations
•    Emphasize their ability to make a difference
•    Use technology to deliver information
•    Assign work that is interesting, meaningful, and important
•    Assist them with career planning
When facilitating our “Power and Challenge of Four” workshops we are consistently impressed with the fact that most participants are moved by the influences that have shaped the other generations. We also find that participants are willing to modify their style to better meet the needs of others.
The most successful organizations find a way to let every generation be heard.  They recognize that no one has all the answers. This appreciation of generational diversity allows each group to contribute and be a part of the growth of the organization.  Once leadership understands this, it can help open up communication at all levels of the organization.  As we said, this is the first time in American history we have had four generations in the workplace.  While this presents challenges, it also presents opportunities to utilize a broad spectrum of skills, abilities, and experiences which can contribute to the overall success of an organization.

Karen Arnold and Kevin Williams, FutureDecisions LLC, have recognized the need for dramatically different work practices to meet the unique challenges of today’s workplace.  Their “Power and Challenge of Four” Workshop addresses the difficulties and opportunities presented by having four generations in the workplace.  In addition, their sought after Workforce/Succession Planning Program offers creative solutions to the pressing needs presented by the growing global workforce shortage.  To contact us call 916-812-6033 or email info@futuredecisions.com.

Karen is a board member and they periodically highlight board members in their newsletter. Below is the article about Karen from their summer edition.

If you are interested in having the same level of job satisfaction that Karen expresses in this article give us a call or visit our Reinvent Yourself website!

JOB ONE Board Member
Speaking of women at work, JOB ONE board member Karen Arnold takes working to a new generation -the generation that retired from the workforce and is now reentering it in vastly different ways.
Ms. Arnold is a partner in Future Decisions, and when she speaks of her organization, you can hear the vibrancy and dedication in her voice.
She started the company, she says, because she wanted to do something for her generation. When she looked at the workforce, she realized there was a huge gap - as the Baby Boomers retire, the 77 million of them will be replaced by their 45 million children. Even with technology streamlining the workplace, she saw there was clearly a need for workers to fill in the gap.
So Ms. Arnold’s organization consults with companies facing these gaps and teaches management a process known as Generational Succession.
Generational Succession includes all four generations now in the workforce: the Traditional, who range in age from 62-67, the Baby Boomers, the earliest of whom is now reaching 60, Generation X, who are facing thirty, and Generation Y, the oldest of whom is 25, while the youngest is just in second grade.
The task Ms. Arnold has undertaken, educating the workforce and providing insight and structure for the present and next generation of the workforce, may sound daunting to us, but Karen Arnold has over twenty years senior leadership experience in all aspects of Human Resource. She has developed and led an organizational development and training department, and has significant experience in workforce/succession planning, change management, team building, and strategic planning. She was employed as a Human Resource Director for 15 years at Blue Shield of California.
Ms. Arnold holds a Masters of Arts in Management and a Bachelors of Arts in Human Resources. Ms. Arnold is an adjunct professor at California State University, Sacramento in the College of Continuing Education and at the University of San Francisco.
So what made her start a brand new enterprise? “I get up in the mornings, “ she says, and I’m excited about my day.”

The most exciting part of our new space is the fact we have a seperate conference room so we can support our Reinvent Yourself clients in a more private and professional setting.

If you are in the area and want to come by and see our new office call to make sure we are not off conducting a Generations workshop or working with a group on developing a workforce/succession plan. We would love to see you!

Our new address:

3112 O Street

Suite 15

Sacramento, CA. 95816

We were intrigued by information contained in several recent articles we found regarding traditional vacations. It seems that workers are leaving more and more unused vacation on the table each year. A recent survey found that 45% of workers in 2006 did just that, while 36% said they had too much work to take vacation! It is believed that 40% of we Americans put in more than 50 hours at work each week.

Wow, too much work to take vacation. While this information did not site specific age groups we know that the largest number of workers today are Baby Boomers. It is an interesting phenomena that we have always worked long hours because we have been in such a competitive environment given there are 77 million of us, but at what cost?

Apparently more and more people are taking long weekends instead of vacation turning Friday, Saturday, Sunday and Monday into 4-day mini-vacations. No doubt employers love this as it is much less disruptive to the work place to have someone gone for a couple of work days than a week or two at a time. This resistance to taking vacations is the equivalent of giving back over $21 billion dollars to our employers!

The question we would ask is this in the best interest of the employee or the organization? One study indicated that vacation (defined as at least 1 continuous week off from work) reduced the risk of heart attacks in men by as much as 50% and by as much as 30% in women. If we do not get away from work for longer periods of time to recharge our batteries are we doing a disservice to ourselves? Americans are taking less time off now then in the 1920’s. Europeans mandate a minimum of 4 to 5 weeks of vacation per year on the premise that a better-rested workforce is a more productive workforce.

If you have an opinion on this one way or the other please feel free to comment here, we would love to hear from you!

Here is an interesting note for all you Baby Boomers out there:

A recent study indicated that the fastest growing segment of self-employed workers is people ages 55 to 65. A 29% increase occurred amongst this age group in 2006 as compared to only a 10% increase in the self-employed overall.
Are Baby Boomers embracing self-employment out of necessity or a desire to do something different with their lives?
You tell us, if you are a Baby Boomer and self-employed we would love to hear from you. Why did you chose the self-employment path, do you enjoy it?
Send your responses to: info@futuredecisions.com, we will contact you and if you agree we will include your story in a future newsletter article.

Click the following link: After Work to read the article.
Our thanks to Bob and Inside Sacramento for including us in their publication, we are always appreciative when others recognize our company and the benefits that we provide to our clients.

“As a society, we’re totally unprepared for the aging of America,” said James Firman, president of the National Council on Aging. “We have our head buried in the sand. The whole health care system is out of whack in every way.”

There was some glimmer of hope offered at the convention. It was noted that in a few years we will have technology that will make doctors, nurses and boomers a touch screen away from frail elders thanks to interactive computers, monitors, cameras and sensors. This could provide enough information and assistance to delay the onset of falls and diseases, improving the lives of elders and caregivers.

Plenty of new ideas for where and how seniors will live at the ends of their lives were discussed. One trend getting attention is “cohousing” where either seniors or people of all ages come together “in community,” looking after one another (www.cohousing.org)

Also getting attention are the power and benefits of “civic engagement” – looking at aging Americans as an assets, with great contributions to make rather than as a burden.

Back to less positive statistics regarding care giving – the number of caregivers will only grow as the boomers and their parent’s age. The prognosis isn’t good. If you’re an older woman caring for your husband now, you have a good chance of winding up poor and alone. “Family care giving is going to mean the disruption of people’s lives,” said Emily Friedman, a health-policy analyst in Chicago who spoke at the convention. She notes that 20% of women caregivers under 65 have no health insurance, 46% of caregivers have a chronic condition themselves, and 50% of family caregivers live in households with less than $50,000 annual income. “When women become caregivers, they are 2.5 times more likely to end up living in poverty,” said Cindy Hounsell, executive director of the Women’s Institute for a Secure Retirement.

If family care giving is in your future, you should start preparing for the eventuality before it happens. A good source of information is the ASA and the National Council on Aging .

The reasons for this are many and varied. For instance, women are living longer as widows, are less likely to remarry after a divorce, and are living with a partner to whom they are not married. Prof. Stephanie Coontz, Director of Public Education for the Council on Contemporary Families, is quoted as stating, “Americans now spend half of their adult lives outside of marriage.” Coontz states that this phenomena is unprecedented in our society with the possible exception of major wartime mobilizations and when African American couples were separated during slavery. William H. Frey, a demographer with the Brookings Institution described the shift as “a clear tipping point, reflecting the culmination of post-1960 trends associated with greater independence and more flexible lifestyles for women.” He goes on, “For many older boomer and senior women, the institution of marriage did not hold the promise they might have hoped for, growing up in the ‘Ozzie and Harriet’ era.”

On the other hand, 53% of men are living with their spouse. Frey states that this is because “women continue to outlive men, they have reached a non-marital tipping point - more non-married than married.”

In addition, the data demonstrates that the proportion of married people, especially among younger age groups, has been declining for decades. Between 1950 and 2000, the share of women ages 15 to 24 who were married dropped from 42% to 16%! Among 25 to 34 year olds, the proportion dropped to from 82% to 58%!

What does this all mean for our society? You tell us. From a practical standpoint more women are living lives that allow them a level of freedom that they may not have experienced in the past. At FutureDecisions we are seeing a greater number of women signing up for our Reinvent Yourself Program. These women are pursuing a course of action to assist them in becoming more self-actualized than perhaps they have been in the past. They are pursuing their dreams with an eye towards what they want out of life, not what others may want for them.

These numbers are bound to change the working landscape; how remains to be seen.

The savings rate for all of 2006 was a negative 1 percent, meaning that not only did people spend all the money they earned but they also dipped into savings or increased borrowing to finance purchases. It was the poorest showing since a negative 1.5 percent savings rate in 1933. During the Great Depression when one-fourth of the labor force was without a job, people dipped into savings in an effort to meet the basic necessities of shelter and clothing.

Whatever the reason for the low savings, economists warn that the phenomenon exists at a particularly bad time with 78 million Baby Boomers approaching retirement age. Instead of building up savings to use during retirement, boomers are continuing to spend all their earnings. The savings rate has been in negative territory for 21 consecutive months.

Source: The Associated Press, February 2, 2007

While we at FutureDecisions cannot assist you with financial services we can help you in realizing your dreams when it comes to finding that perfect next career. Give us a call at 916-812-6033 or visit the FutureDecisions website and let us get you started on creating the life you love through our Reinvent Yourself Program!