This generation is very new to the workforce. In fact, the majority has not had a job yet as they are all eighteen and younger at the time of this writing. However, it is important to know how to adapt to this generation as they are starting to enter the workforce and many people communicate with this generation daily on a personal level.
This generation experiences a tremendous amount of uncertainty in their early lives. From the economic downturn in the late 2000s and school and concert shootings, this generation cares about security. This security is important on both a physical but also on a professional level; they want to make sure that they have professional stability. They care about making a difference, but not to the extent of Generation Y, the Millennial Generation.
There is some concern about this generation’s ability to connect with people on a long-term social level, mainly due to technological and social media advances. However, they do have a preference for face-to-face communication, so even if they do not come with that skill to the workplace, they can learn and adapt to it. Additionally, they are competitive and good multitaskers. They also have an entrepreneurial and independent spirit; they want to be in charge of their own projects and start their own companies. They are also looking into different ways to get their education that do not involve higher education and student debt. They are an imaginative generation with an intellectual curiosity.
Generation Z is the most diverse and open-minded generation, which means that they bring a plethora of ideas, background, concepts, and experiences. Leaders can utilize their diverse base to foster diversity of thought, practice, and skills at organizations. Including this generation as interns and entry-level workers is a good start to begin the process of mentoring this generation while learning from everything they bring to the organizational table.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
Generation Y is coming and they are coming in strong! It is
fast becoming the world’s largest working generation and their impact on the
workforce will become even clearer in the next few years. These digital natives
find communication natural, in any shape or forms it comes. They prefer texting
and instant messaging, but also appreciate face-to-face meetings and
hand-written notes. They use social media for both personal and professional
use and consider it essential to know how and where to access information.
Instant gratification has become one of this generation’s key values, because
they grew up with the world of information at their fingertips. They value
professional development and feedback and they are at work to learn and grow.
When working with a Millennial the first step is to show
them that you respect them and what they bring to the table. This generation
has received more negative attention than other generations, but they have a
tremendous amount to offer to the workplace (as do all the other generations).
They value collaboration and learning opportunities, so they are typically
quick to adjust when giving constructive feedback. Because of their
collaborative approach, they value inclusion and Social Media to bring people
together. They are well versed in finding information and can typically solve
smaller technological issues without any help.
This generation is focused on having their work mean
something, to have a purpose that is larger than simply getting a paycheck.
They dislike long email and voicemails and anything that is a waste of paper.
They appreciate flexibility and sending documents electronically. They
experiences high academic pressures, so they are comfortable working in a
fast-paced environment. They are comfortable multitasking and handling multiple
projects simultaneously.
Millennials who work in larger organizations are on the
brink of entering leadership positions. However, there are many self-starters
who have had to learn leadership skills along the way. Because this generation
values collaboration, leaders tend to encourage group work and giving people an
acknowledgement for trying. They dislike people who are afraid or do not want
to learn new technology and cynicism as they are a generally very positive
generation.
When working with Millennials, note that they respond well to a participation work environment so ask for their input and suggestions. Be open about any processes, systems, and share information freely. Provide them with lots of feedback to help them learn and grow. Millennials respond well to a faster pace work environment, so do not try to slow them down. They dislike formality and stiffness, so allow flexibility whenever possible. For example, invite them to provide input for their own goals and do not hover over them. Give them multiple things to work on simultaneously so that they can go from project to project when their energy shifts. This generation is crucial to bring your organization to the next level, so mentor them, help them grow and develop and you get their dedication, passion, collaboration, and positivity in return.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
What’s the purpose? That’s the question that most Gen Ys, or
commonly known as Millennials, ask of their job. Why am I here? Can I make a
difference in the world if I remain doing what I am doing?
The Baby Boomers worked because they felt an obligation to
put in a hard day’s work whether they liked doing what they were doing or not. It
was a job. The Generation Xers introduced a focus on work-life balance, which
was not the case for the Baby Boomer. The Boomers never heard of the concept of
“work-life balance” until their children, the Gen Xers, made it a job
requirement and reality.
As for the Millennials, they need to really believe in their
job and what they are doing. Millennials ask questions that the Boomers and Gen
Xers wouldn’t think of asking. This is often misinterpreted as being lazy or
looking for the easy way out. This is not the case. The Millennials took the
best of their predecessors. Most Millennials have a good work ethic and they definitely
look for balance. However, they’re also searching for a purpose.
My favorite story of a Millennial is centered on the importance of taking lunch at work. This topic surfaced from a Roundtable Discussion with laboratory professionals last October 2018, at the ASCP Annual Meeting in Baltimore. The actual topic for this Roundtable Discussion was “diversity.” However, that quickly changed when the nine people at the Roundtable focused on generational differences. This roundtable was rich in generational diversity. The table was comprised of Boomers, Gen Xers and Millennials. Boomers stated that they found it both necessary and easy to work through lunch. Why? It’s because they pride themselves in their incredible work ethic. The Boomers praised themselves for being better than “most Millennials” who often don’t and won’t work through lunch. Instead of that mindset, perhaps the better approach would be “What can we learn from Millennials in the work place?” That answer is “purpose and balance.”
-Catherine Stakenas, MA, is the Senior Director of Organizational
Leadership and Development and Performance Management at ASCP. She is
certified in the use and interpretation of 28 self-assessment
instruments and has designed and taught masters and doctoral level
students.
Generation X is sandwiched between the two largest generations alive today: Baby Boomers and Generation Y/Millennials. This means that Generation X will never be the largest generation at the workplace, but even so, their impact is significant. Gen Xers are in a unique position as they started their careers relatively recently and can understand the challenges Millennials face, while also starting to enter leadership positions and can therefore relate to Baby Boomers.
One of the things that make Generation X stand out from
other generations is that many of them have young children and aging parents.
This means that having a work-life balance is important to them as they often
have responsibilities to take care of their family members. They typically also
prefer a divide between their personal and work lives. This is not to say that
they do not make friends at work or not hang out with colleagues after work,
but they tend to have a “business first” approach to their work relations.
When working with Generation X, note that they appreciate it
if you use their time efficiently. When presenting an idea of have a meeting
with them, make it as productive as possible and focus on what is in it for
them. Gen Xers value brevity, fast turnarounds, and efficiency. This is a stark
contrast with Baby Boomers, who focus on interpersonal relationships before
getting a task done. Making your communication, whether it is in-person, over
the phone, or via Gen X’s preferred mode of communication (email), as concise
and to the point as possible will increase your effective collaboration with
this generation.
As leaders, Gen Xers dislike micromanagement, both as a leader and as a follower. Their leadership style revolves around trusting others to get the job done and they expect the same courtesy in return. They value people doing what they say they are going to do, so do not promise Gen Xers that you will do something if you know you cannot. Their leadership style is therefore quite informal as they expect people to follow deadlines and get the job done, while giving their workers a high degree of freedom.
Generation X is an efficient generation who hate wasting time with empty words, promises, and incompetence. They appreciate immediate actions, a focus and straightforward approach to work without long social interactions. They respect child-friendly environments, such as being able to have a flexible schedule that allows them to accomplish their professional tasks while also taking care of their family members. They can brief and blunt, but they have an authentic and results-orientated approach to work. If you work with a Gen Xers, give them freedom to do their work and explore and only make promises you can keep. Keep your emails and interactions to the point and follow up quickly after a meeting. Having an efficient but friendly approach will take you far with this generation.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
So what does working with a Gen Xer really mean? Does it
only apply to the laboratory, or do we work with people outside of the
laboratory? Hmmm. How about our family, friends, social and community
relationships? That said, I took this question to the streets as well as the
laboratory and asked these questions.
Boomers, what’s it like working with a Gen
Xer?
Gen Xers have a good work ethic; however, their family often
ranks higher than their job. Boomers pride themselves in their work ethic. The
Gen Xers are still so busy taking care of their aging parents, as well as,
their kids, even when they’re off at college. They are the “Sandwich
Generation.”
Millennials, what’s it like working with a
Gen Xer?
I took this question to the classroom where I teach. My
students are all working on their Masters Degree, and by the way, I have three
Gen Z students in my class. Both the Millennials and Gen Z students found that
the communication with a Gen Xer is different. The stated that the Gen Xers use
email, messaging and Slack. As a Boomer, I didn’t know what Slack was! The
Generation Y and Z students felt that the Gen Xers were resistant to change and
to some technology.
One Millennial by the name of Erika shared that she found
Gen Xers relatable and at ease. I found her most profound statement to be that
she said the Gen Xers seemed like they were in-between and strike a balance
between the Boomers and the Millennials. Hmmm…. They are known as the “Sandwich
Generation” because they are often taking care of their parents and their
children, but it’s interesting Erika saw them “sandwiched” in a different way.
Time to hear from
our Gen Xers and how they feel about working with the Boomers and Millennials.
Gen Xers, what’s it like working with the
Boomers and Millennials?
My first Gen
X interview came from a regional director of a Beverage Company. As a Gen Xer,
he felt that he was more effective working with the Boomers when the
communication was face to face, or on the telephone. Emails worked, but he
definitely noticed the Boomer preference. On the other side of the coin, this
Gen Xer found that the Millennials who worked for him or with him preferred the
technology communication.
The Gen X laboratory
professional I interviewed found the Boomers resistant to change. This was
interesting because this is how the Millennials felt about the Gen Xers! Again,
is this the “Sandwich Effect!” Overall, this Gen Xer appreciated the depth and
vast knowledge of the Boomer and how they wore that hard work as a badge of
pride.
Lastly, on a
high note, the Gen X laboratory professional really appreciated the Millennial’s
enthusiasm. The grass doesn’t grow under their feet in the work place. If they
perceive there’s no place to climb the ladder, they’re off and running. The Gen
Xers let go of the “Boomer Job Loyalty Program,” however, they are more stable
than the Millennials in the work place. Again, they possess the gifts from the Boomers
and Millennials. They are “The In-betweeners!”
-Catherine Stakenas, MA, is the Senior Director of Organizational
Leadership and Development and Performance Management at ASCP. She is
certified in the use and interpretation of 28 self-assessment
instruments and has designed and taught masters and doctoral level
students.
Baby Boomers were for a long time to largest working
generation in the workplace. They are slowly retiring and the next largest
generation, Generation Y, is becoming the largest. However, Baby Boomers’
impact on the workplace is still profound and most organizations, if not all,
are currently employing many Boomers. They are likely to be working in
leadership roles and exert influence on many policies, procedures, systems, and
organizational cultures.
Similar to Traditionalists, Baby boomers also appreciate
face-to-face meetings. However, their preference for leaving and receiving
voicemails is a lot higher than Traditionalists. They also appreciate social
media more, especially as their children and grandchildren are using it. Baby
Boomers utilize the internet more than Traditionalists and send text messages,
even if they still prefer to talk over the phone instead of texting.
Working with Baby Boomers is all about the relationship.
Establishing interpersonal connection should therefore be one of your main
priorities when collaborating with someone from this generation. Because of the
personal nature of their working style, it can sometimes take a few weeks (or
longer) for decisions to be made. Calculate that in when working on a proposal
or project. Baby Boomers appreciate formal presentations and a consensus-based
process.
A Baby Boomers’ approach to leadership centers on
incentives, data-driven decisions, and a democratic process. They typically are
open to input from peers and their leadership style is friendly. They value
receiving recognition, so any award or reward is appreciated and they will
often display them publically. Because of their focus on interpersonal
relationships, they do not respond to people who are not friendly and who
indicate their hierarchy. Instead, make sure that they feel you are listening
to them and including them. One way to do this is by taking notes and asking
follow up questions.
Baby Boomers’ professional dream is continuing to be useful
and productive in the workplace while feeling they are wanted and rewarded. If
you want to increase your working relationship with Baby Boomers, connect with
them on an interpersonal level by inviting them out to lunch and get to know
who they are outside of the workplace. Provide them with positive affirmations,
recognitions, and awards to make them feel they are a valued members of the
organization and that they input and work is essential to producing results.
Baby Boomers bring a lot of patients, experience, and knowledge and they help
create and foster a team environment when they feel they are contributing
members of the organization. Do not show impatience and question their ways of
doing things openly. If you do need them to change something, include them in
the process to make it a consensual and democratic process. Adding a Baby
Boomer to a team can greatly improve the outcomes and success of that team.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
I’d like to tell you a story that happened at the ASCP Annual
Meeting last October, 2018 in Baltimore.
Lotte Mulder and I presented a course on “Discovering Your
Diversity Strengths” to about fifty people. Lotte is a Millennial and I am a
Baby Boomer, and we’ve been working closely together for over three years on a
daily basis. The presentation went really well and the audience was very
participative and interactive. We talked about how different we were, how we
complimented each other, and the value of human diversity in the workplace.
At noon that day, we both participated in a Lunch Roundtable
where the topic was Diversity in the laboratory. We quickly learned that those
at our table had a strong interest and frustration about working with people
from different generations. The focus was primarily on Millennials and Boomers.
There were eight other people at our table and they each shared their
frustration about working in the lab with either older or younger people.
This was a real opportunity for us to share the generational strengths
and differences with each of these people. The Boomers seemed to think that the
Millennials didn’t have a good work ethic. The more I asked questions of those
in both generational groups, the more I was able to help them to share their
opinions and/or frustrations. Most importantly, I made a point of asking each
person what was important to them in the workplace.
The Millennials learned that the Boomers were “bred” to work
beyond the expectations of their job. Most importantly, they found their
identity in their work. This is one reason the “Boomer co-worker” delayed their
retirement because of the fear of losing their identity.
The Boomers learned that the Millennials had a very good work
ethic, they just valued work-life balance. It was actually Generation X that
introduced work life balance to the workplace and the Millennials bought into
the concept. The other strength of the Millennial is their passion for finding
a purpose in their job.
By the time our hour was up, you could see the difference in
how they related to each other. It’s amazing what education and awareness can
do for people.
As a final note, the next day we co-taught a course on Stress
Management. Wouldn’t you know it, we experienced the same situation at our
“Stress Management Roundtable” lunch! It was fun to see how people began to see
their co-workers through a different lens.
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
Traditionalists are the oldest working generation in today’s professional environments. They bring a wealth of information, knowledge, and experience with them. Therefore, organizations that work with Traditionalists either on their staff or on their Boards are fortunate to have access to their input. In order learn as much as possible from this generation, while they are still present in the workplace, it is critical to know and understand their preferred way of communicating, leading, and working. It is also important to know how and when to adapt your own preferred communication, behavioral, and leadership styles to meet the needs and preferences of this
generation.
Typically, Traditionalists prefer face-to-face communication. They grew up with limited communication technology and they prefer to connect in person when possible. If you cannot communicate in person, pick up the phone and call them. Not only is this respectful to their own preferences, it will allow you to increase your verbal communications skills when there is no written form used. Having a personal touch is important, so try not to talk business right away but take time to get to know one another.
When meeting with Traditionalists, some formal protocol is appreciated. Have someone else introduce you, or if you are in charge of the meeting make sure to introduce everyone properly. You can add a personal touch if appropriate. For example, say “This is Betty Jones. She is the current President of our Board of Directors and has been a member of our organization for over forty years. She is here to provide us with strategic details about our new direction. Also, she is an avid fly-fisher!” Additionally, pay attention to meeting protocols such as offering something to drink and sending the agenda ahead of time so that they can prepare. This is, of course, good to do with everyone, but Traditionalists respond especially well to such protocol.
Their leadership style is based on a chain of command and creating contingency plans. They dislike indecisiveness, disrespect, profanity, and poor dress. They appreciate a sense of formality and high quality work. I always think about how Traditionalists dressed, and sometimes still dress, when going on a plane. They dressed very formal, especially compared to today’s travelers. Keep this in mind when meeting with them in person. Forego the jeans and sweaters and wear something more traditionally professional. Finally, use formal address, such as Sir, Doctor, and Madam. Again, the more professional protocol you use, especially in the beginning, will set you up for success when working with them.
Personally, I learned and witnessed that if you include this generation in inquiry-based conversations and discussions that you can learn about additional leadership approaches to increase your own adaptability. Learn from other generations as much as possible, especially the ones that are currently leaving the workforce. There is a lot to be gained from generational diversity and increasing your own ability to meet the needs of every generation in the workplace.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
At the ASCP Annual Meeting this October, I had the privilege of facilitating a Roundtable Discussion about diversity in the workplace. I anticipated that we might be talking about issues such as culture, religion, gender, ethnicity, educational level, ability/disability and possibly age and generational issues. I was anticipating a very rich and “diverse” list of topics for this discussion.
To my surprise, generational differences was the primary topic for this Roundtable Discussion. There were nine people at our table with representation from both sub-sets of the Baby Boomer group, as well as, the Gen Xers, and Millennials (Gen Y). There seemed to be a strong disconnect between the Millennials and Gen Xers and the older people in the lab, meaning the Boomers and Traditionalists.
The Traditionalist generation only represents about 5% of the workers in clinical labs, however, the Baby Boomers still represent about half of the work force in the clinical labs. The strongest point of dissention seemed to center on “work life balance.” There was clearly a lack of knowledge and understanding on both parts. Baby Boomers are known for their work ethic and learned well from their Traditionalist’s parents and role models. They identify with their job, profession, and career. This is why we still have Traditionalists and Boomers working in the laboratories. They possess the institutional knowledge, relationships, and a strong sense of loyalty.
The Gen X and Y “work life balance” issue collided with the strong sense of work ethic characterized by the Traditionalists and Boomers. However, once each generation were able to share what they valued, there was a light bulb that appeared at the table and the bridge of understanding began to be built.
So what’s the key to collaboration? It’s all about talking with each other and asking good questions. The Traditionalists can learn from our Gen Xers and Millennials and focus on work life balance. Just as it is important for the Gen Xers and Gen Ys to learn about the institutional knowledge and work practices that can be gleaned from the Traditionalists.
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
There are currently five different generations at work today: Traditionalists, Baby Boomers, Gen Xers, Millennials, and Generation Z. This means that in any work environment, you can have a group of people between the ages of 15-80. This is an exciting time to be working because we can all learn from many different generational experiences, values, and communication styles.
The two largest generations in the work place are the Baby Boomers and the Millennials. This is because these are both the largest generations in terms of population. However, with the Baby Boomers slowly moving into retirement, the Millennials are about to take over.
Traditionalists are still present in the workforce for a few reasons. First, they have tremendous experience and organizational knowledge and many organizations are trying to keep them around so that they do not lose that information. This means that Traditionalists are often Presidents of organizations or members of their Board of Directors. Secondly, Traditionalists are loyal to their organizations and they generally keep working as long as they can because of their values of security and getting the job done.
Generation X and Z are also in the workplace, but neither is very large. However, Gen Xers serve an important purpose because they are flexible and adaptable and because they value work-life balance and constructive feedback. They understand both the world without technology, so that can relate to Baby Boomers, and the world of the internet and social media, so they learn technology fast, which is appreciated by Millennials. Generation Z is only now starting to enter the workforce, so little is known about their work styles. However, they are expected to be independent, entrepreneurial, determined, and loyal.
The key to working with multiple generations is respect. Everyone wants to be respected and appreciated for what they bring to an organization. Being open and flexible to learning about different generational values and communication styles, will set any leader and employee up for success. Provide everyone with positive and constructive feedback and create a work environment that allows for more flexibility in terms of work hours, work location, and dress code whenever possible. Finally, realize that what motivates you personally is not necessarily what motivates other, especially if they are from different generations. Working with a diverse group of generational workers is a great benefit, to both the organization and to individuals.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
The newest generation, Generation Z, is born in the 21st century. The oldest are now 18, which means that some have started entering the work force in entry-level positions. This generation is even more comfortable with technology than Millennials, as they grew up with computers, laptops, cellphones, internet and social media all around them.
The older Gen Zers are aware of the financial crisis that occurred, which created a strong focus on saving money. This generation was brought up with a sense of “Stranger Danger” so they are concerned with their own and public safety. They have a strong family orientation and consider themselves global citizens. They are characterized by an entrepreneurial spirit, the idea that anyone can be famous, are open-minded, and care deeply about the environment.
Because of the rising cost of education, many are worried about the price of college and about saving money for their parents. It is a little too early to tell because this generation is still young, but they could have feelings of unsettlement and insecurity due to the state of the economy, environment, and world. They are very loyal, compassionate and independent and have friends around the world, even if they have never traveled abroad themselves.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
I think we’re embarking on an incredible generation. I interviewed someone from each of our generations about how they observed, interacted with, learned from the Generation Zs. Here are their thoughts.
The Traditionalist: Ned the Grandpa
As the grandpa of two Gen Z grandsons, Ned found them to have an expanded knowledge base of the entire world. They are sophisticated in their analysis and critical thinking because of their exposure to information that their phones and computers provide them.
Lastly, they value human diversity far more than his own generation.
The Baby-boomer: Donna the Grandma
Donna is a “Grandma Boomer” and finds the Gen Z grandchildren’s vocabulary amazing. She says they are obsessed with the mechanical stuff and are used to doing 2-3 things at the same time. They still love sports, however, it’s like a class that they study. They attend practices but still play with their friends on their computers or phones. However, they “only” text. They don’t talk on the phone.
The Gen Z’s are far more sophisticated than the Boomers, yet they can’t write or spell as well as other generations. They don’t know cursive, and the first question they ask when going somewhere is, “do they have WIFI?” Oh, and “do you have a charger?”
Another Boomer: Susan the Grandma
Susan’s greatest concern was that many high-schoolers were being treated for levels of anxiety. Why? There’s no “turn off switch” with the world. They are almost required to stay tuned to respond or react to friends 24/7. Life is all about them from Instagram to Twitter, and Snapchat and tracking the number of followers.
The GenXer, Kim the Aunt
Her nephews are definitely focused on technology. They do not like talking on the phone and prefer to only text. They have incredible access to information, but they still like to play family games because they value tradition. Her nephews are great travelers and most comfortable with airports, planes and trains, Vs. just cars or bicycles. This is attributed to their expanded world. So what’s their greatest fear? A dead battery!
Maddie the Millennial
Maddie was shocked when she noticed that her sister, who is a Gen Z, was communicating via texting with her friend who was in the same room!
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
Of all the generations, it is my personal experience that this generation has received the most pushback regarding their work style, work ethics, and its influence. However, this generation is absolutely essential in today’s work environments. They bring a different perspective to work because they care about self-expression and having a purpose.
Millennials are typically born between 1981 and1999.. Their parents are Baby Boomers or Gen Xers. This is the first generation that has never known work without computer, even though not every household had (and has) one. Schools started to invest in computer labs and computer training and it started to become mandatory in the Western World to submit homework that was typed instead of handwritten. This generation was young, or sometimes not even born yet, when the internet connected the world and information became was readily and widely available. One of the characteristics of Millennials is valuing instant gratification, because they are used to having the world at their fingertips. Another is self-expression, due in large part to the widespread use of cell phones and social media.
Because of the internet and globalization, this is the most diverse generation. This is another great benefit they bring to organizations, because they create a diverse work force with people from different ethnical, educational, and socio-economic backgrounds.
This generation was told that they could achieve anything they wanted, so they are creative, optimistic, and focused. They experienced tremendous academic pressures and school shootings, which caused many students to feel unsafe in school. This led many millennials to live by the notion “You Only Live Once” (YOLO), which is also embedded in their professional lives through a focus on purpose and professional development opportunities.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
When the Millennial generation is discussed, most sources agree they share these common traits:
live in a world of technology, have never known a world without computers, and get most information from the internet
Are rewarded for participation, not achievement, yet are achievement and career oriented
Experience enormous academic pressure
Want to make a difference in this world and find a career with a purpose
I was thinking about writing this post as I went to the gym for a personal training session. As I was stretching and lifting weights, I noticed all the millennials in the fitness center! It occurred to me that instead of relying on what researchers say are important to them, I could do my own small survey. I decided to use the KISS Principle. In other words, “Keep It Simple Stakenas!” I focused on one question with three parts, “What are the three most important things to you in your life as a millennial?
When I was done with my workout, I began to walk up to people who looked like they could be millennials. Of course I made a few errors, and fortunately, they were Gen Xers and received my first question as a compliment.
Those that I interviewed who chose to elaborate all seemed to center on one shared opinion. They sought a cause greater than themselves and a strong desire for meaningful experiences, such as learning about different cultures, people, and travel. One stated, “I want to be the best citizen of the world that I can be.”
The first response in the first interview took me by surprise. When asked what the most important things to her were, she said, “wifi.” The second person I interviewed immediately said, the “phone,” then finished with Family and Friends. Five of the 12 interviewed stated that their career was important and work-life balance.
As I grouped the interview answers in topics of importance, I found a common thread. I learned that 11 of the 12 people I interviewed shared what I have called “The 4 F’s,” Family, Friends, Fitness and/or Faith.
Millennials will always be there if you need a “charge!” They understand that “wifi and cell phones” carry with them opportunities for friendships, family connections, careers, education, and even access to ways of worship regardless of your faith.
God Bless Our Millennials!
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
Generation X stands out from other generations in a few ways. This generation is an integral part of the current work force, but both the previous generation (Baby Boomers) and the next generation (Generation Y) are significantly larger. Because they are sandwiched between these two, Generation X will never be the largest generation at work, but they still have a significant influence.
Generation X is the first generation in which their parents either both worked outside of the home in large numbers or were raised in single-parent households. This had a lot to do with the fact that divorce was becoming more common in the Western world and more women started to work outside the home. These children thus grew up a lot more independent and are known in the United States as “latch-key kids” because they would come home from school to an empty house. They started their school years without computers, but many finished their schooling with computers so they were raised in the transition phase from the information to the digital age.
This generation also grew up during significant events that shaped our world today. Some examples are the Cold War, the Challenger disaster, Chernobyl, the Berlin Wall, the release of Nelson Mandela.
Generation X is known for being very entrepreneurial, partly because of their cynical attitude towards large companies who failed their parents, and partly because of their independence, adaptability, and flexibility. Their desires are focused on the smaller scale; for example, they want to save their neighborhood, not the world. Typically, Generation X marry later in life, sometimes after cohabitating, and are quicker to divorce. They see values as a relative concept but they have a strong belief that people should be open-minded and tolerate everyone.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
Hello everyone. It’s your baby-boomer, Catherine, again. I’d like to share with you my experience of what it’s like to be the parent of children from the Gen X generation, and working with a Gen Xer.
As with most of our generations, there are varying dates of when the generation started and when it ended, so let’s make it simple and go with the mid 1960’s as the start of the Gen Xer’s, ending in the early 1980’s.
Parenting Gen Xers
I’m the proud parent of two Gen Xers. My son Mitch is 45 years old, and my daughter Katie is 42. Just because they are sandwiched between two of the largest generations, don’t underestimate the Gen X generation! As I researched generations and was writing a course on generations, (“DeCoding American Generations”), it became clear that my children shared in the experiences of this richly gifted generation.
This generation is often referred to as the “latchkey generation.” My children, Mitch and Katie, were the typical grammar school Gen Xers because I was one of those divorce statistics. As a single mom, they came home from school every day with their house key in hand. They learned responsibilities, became very independent, and became street smart.
The Gen Xers were the first to introduce the other generations to the concept of work-life balance. Both Mitch and Katie place a high value on quality of life. Over the years, both of them have moved from higher paying jobs to lesser paying jobs in order to improve the quality of their family life.
What I’ve learned working with Gen Xers
As a “Boomer,” my greatest learning from the Gen Xers is the importance of work-life balance. In my current position at ASCP, I’ve had the privilege of working with people of this gifted generation. They not only walk the talk of work life balance; they encourage others to do the same. I’ve listened to their stories and they’re not afraid to change jobs or careers, which is so different from their Baby Boomer parents. It is often written that they acquired a cynical attitude toward corporate America because of the diminished employee loyalty their parents experienced. However, the Gen Xer took the high road and overcame the fear of changing jobs. They took what they learned through their childhood and developed courage, the kind of courage that it takes to receive feedback and be the forever continual learner. I’ll always be grateful to co-workers like Carroll, who would walk by my office at 5:30 at night “tapping her watch.” She sent the Gen X message that life is about more than just work.
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
One of most well-known names of generations, besides perhaps Millennials, are the Baby Boomers. The Baby Boomers generation is currently the largest generation. Of all the generations, they cover the largest span of time (those born from 1946 to 1964). In large parts of the world, there was a big surge in births after the Second World War. That war had a significant influence on their values, perceptions, attitude, and approach to work.
One of the major aspects that make Baby Boomers stand out from previous generations is that this was really the first generation in which women started to work outside the home in large numbers, at least in the Western Hemisphere. This has a major influence on the home and work environment. In the United States, the children of Baby Boomers often had a latchkey around their neck so that they could go home after school without their parents being there.
Baby Boomers played a large role in shaping today’s society; they used music as a political tool, they increased focus environmental conservation, they were involved with the civil rights and women’s rights movements, and they are politically informed and outspoken. It is also the first generation in which both divorce and homosexuality became accepted. Overall, this generation is known for optimism, adaptability, having a strong work ethic, and being team-oriented.
Even though technology did not become part of daily life until Generation X, Baby Boomers witnessed enormous technological milestones, such as the first orbit around earth, landing a man on the moon, and the creation of the first nuclear power plant. All these events set the stage for later advances, and Baby Boomers are typically interested in learning how to use technology, although it does not come as natural to them as future generations. They also have tend to work longer and retire later in age, mainly because they link their self-worth to their job. In other words, their work ethic becomes their “worth ethic.” Knowing this when working with them is important, as they appreciate recognition in forms of awards, title changes, and public acknowledgement for their contributions.
Because this generation spans such a long time (and because some Boomers had children later in life due to second and third marriages), Baby Boomers are parents to both Generation X and Generation Y. There is a lot to learn from this generation, so next time you work with one ask for some of their insights and understanding. This generation makes great mentors, especially because they are likely to have children of mentee age.
-Lotte Mulder earned her Master’s of Education from the Harvard Graduate School of Education in 2013, where she focused on Leadership and Group Development. She’s currently working toward a PhD in Organizational Leadership. At ASCP, Lotte designs and facilitates the ASCP Leadership Institute, an online leadership certificate program. She has also built ASCP’s first patient ambassador program, called Patient Champions, which leverages patient stories as they relate to the value of the lab.
Here is an interesting fact: there are two sub-sets of Baby Boomers. The first ones are the “Save-The-World Revolutionaries” of the ’60s and ’70s. The second set of Boomers are the career climbers, the yuppies, of the ’70s/’80s. The most profound characteristic of a Baby Boomer is their work ethic. They identify with their job, profession, or their career. So much so, that this generation has remained in the workforce beyond the age of 70.
In a lot of ways, I’m the typical Baby Boomer woman. I married the first time just before I was 20 years old. Divorced in my early 30’s and moved forward in my career because that’s what the “Boomer Women” did. They worked inside and outside of the home.
As a laboratory professional that left the bench many decades ago, and now working in the field of Organizational Leadership and Development, I am approaching the age of 70. I’m starting to realize my retirement day is closer than I’d like. Like others of my generation, this concerns me because I am defined by my career! The thought of not working left me searching for my identity so much that I started seeing a therapist last year. I was, and am fortunate to work for an incredible organization that doesn’t judge one by their age. They look at the skills and competencies one brings to the table. I’m consciously working on succession planning so that my institutional knowledge remains with the organization and its people. It also helps to have two gifted professionals who wanted to learn from me and grow. Then it takes a manager like mine who supports me through this often painful process. I am blessed with that kind of support. Sometimes the work ethic equals “worth ethic” in the body, mind, and spirit of a Baby Boomer, which is something to keep in mind when working with this generation.
-Catherine Stakenas, MA, is the Senior Director of Organizational Leadership and Development and Performance Management at ASCP. She is certified in the use and interpretation of 28 self-assessment instruments and has designed and taught masters and doctoral level students.
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