Leading Across Generations
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Date
2019-04
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Ohio State University. Office of Outreach and Engagement
Abstract
Millennials are officially the largest generation in the workforce. This generation of highly educated 20- to 30-year-olds tends to have an unconventional leadership and work style, which can be a source of either inspiration or conflict. Learn about the cultural and attitudinal differences between generations and insights into how higher education professionals can leverage the best of each generation to create an effective workplace. This will help break down generational stereotypes for all generations and build common ground for workplace success.
Description
While stereotypes abound, it's no secret that there are real differences between each of the three generations that make up the majority of today's workforce. Now the largest sector of the workforce, Millennials are generally tech-savvy, enjoy workplace flexibility, and need regular coaching and feedback from superiors to be effective. Like Millennials, Gen Xers want a work-life balance (since many are dealing with aging parents) but many are skeptical of new ideas since they were hardest hit by the recession and lost a great deal of their wealth. While Millennials and Gen Xers value a work-life balance, Baby Boomers tend to value hard work, teamwork and experience, but are generally not tech-savvy. With so many differences among generations, it's easy to see why workplace conflicts often arise. Each generation has preferred methods of communication and each places value on different aspects of life and work. Many of these differences are a direct result of major social and economic events that occurred during upbringing. For example, Gen Xers were the first generation of kids who grew up with two working parents so they tend to value independence in the workplace. Many Millennials, however, grew up with "helicopter parents" so they appreciate constant feedback and coaching in the workplace (which may be a source of conflict for leaders who value independence among their workers). This session will identify the major characteristics (and stereotypes) among generations in the workforce and help create some common ground for Extension professionals to lead effectively across generations. Session will include several hands-on activities and offer participants the opportunity to discuss and overcome workplace conflicts that result from generational differences, both real and perceived.
AUTHOR AFFILIATION: Danae Wolfe, OSU Extension educational technology specialist, wolfe.540@osu.edu (Corresponding Author)
AUTHOR AFFILIATION: Danae Wolfe, OSU Extension educational technology specialist, wolfe.540@osu.edu (Corresponding Author)
Keywords
leadership, generational differences, effective communication
Citation
Engaged Scholars, v. 7 (2019).