Surface Ripples

The "Generation Game": Part I

As a child in the 80s, I remember watching The Generation Game hosted by Bruce Forsyth.  The show involved teams of contestants - a parent and child usually - competing for prizes. 

Nowadays, we play a different “Generation Game” as leaders.  For reference, the generations that have been defined are:

All of these generations have different needs and characteristics and being able to navigate between the “layers” is critical for leaders of whatever generation. Interestingly, a lot of the research I see assumes we’re managing downwards – i.e.: a Boomer managing Gen X, Millennials, etc.  There seems to be a view that a Millennial won’t have to manage “in reverse”. 

Briefly, the generations can be characterised like this:

Before the Boomers came the "Silent Generation" (1928-1945).  This generation became adults between 1946 and 1963 and grew up with the aftermath of the Great Depression and World War II.  

They fought in the Korean War and went through the witch hunts of McCarthyism in their early years. During their time, the U.S. became the world superpower and society changed rapidly as a result. Living standards rose, consumerism became dominant  and suburbs began expanding.  As many will have now retired, I include them for reference only.  They form almost 13% f the global population. 

Baby Boomers:

Born in the aftermath of World War II and grew up with the “Cold War”. Theirs was an era of economic prosperity and growth, developments in education, rebels, “hippies”, the “Nuclear Family”.  They’re likely to believe in a strong “Work Ethic”, loyalty to their employer and the team and prioritise achievement.  They believe in “the hierarchy”.  

Older Boomers have started retiring, but those born towards the end of this generation have 5-10 years to go.   

Gen X:

These were the “Latchkey kids” of the UK, the “MTV Generation” (remember the Dire Straits song?). High divorce rates were common due to severed parental relationships arising from little parental supervision as both parents worked (hence the term “latchkey kids”). Towards the end of their era and into the next, PCs began to make their appearance in homes and schools. This was the generation of entrepreneurs (the founders of Google, Wikipedia, Amazon were born during this era). Gen-Xers are self-reliant and tend to focus on goals. 

Xers born at the beginning of their era still have 10-15 years to go, but others will be in mid-their career or may have founded their own businesses and have plenty yet to give.  

Millennials:

Interestingly, we see a lot of jokes about this generation, particularly the Boomer/Millennial relationship.  This generation were the first “Digital natives” with elevated usage of/familiarity with the internet, mobile devices and social media.  Also known as “Generation Me” (need for constant feedback and reassurance), they’ve experienced slower economic growth, higher student debt and childcare costs.  

Millennials born at the start of their generation will be mid-career. Those born toward the end of the Millennial era will just be starting out after graduating. They want to move on fast and “don’t do hierarchy” (let alone office rules) well.  They fhave been responsible for significant advances due to their entrepreneurial spirit.  

Gen Z:

Currently the largest generation on earth. These are the “neo digital natives” of our world.  They’re more educated, well-behaved (they think) and a more stressed and depressed generation vs previous generations according to The Economistmagazine. They align with justice at the expense of personal gain.   Gen Zers or “Zoomers” tend to voice their opinions and to lead from the front.  They need and value purpose and therefore work aligned with their values. Simon Sinek describes them as lacking in “Human Skills”.

Zoomers born at the start of the zoom age have perhaps had a few years’ experience, at least two of which will have been during lockdown. They will have experienced “Remote Working” in full, may have been “let go” as employers cut costs during this time and may even have started their own businesses more aligned with their values. Those born towards the end are still in their teens with all the “baggage” inherited from two years/more of COVID.   The latter will be entering the workforce in another 10 years.  They may be the ones serving in cafés and restaurants.  

Gen A:

The first generation born totally in the new millennium. They’re growing up n a world of falling fertility rates, mental health crises and experienced the full effects of COVID-19 in their pre- and teen years.  This generation is dominated by technology, social networks and  streaming services.  As they’re never disconnected, “Screen time” means they learn fast, outside traditional methods of instruction.

Gen As are still in school and have another 10 years at least (assuming they go to university) before entering the workforce. 

In short, we currently have a workforce consisting mainly of Boomers, Gen Xers, Millennials and some Zoomers.  Each requires a different approach, which will be the subject of the next post. 

I’ve spent more than half my life delivering change in different world markets from the most developed to “emerging” economies. With a wealth of international experience in international financial services around the world running different operations and lending businesses, I started my own Consultancy to provide solutions for improving performance, productivity and risk management.  I work with individuals, small businesses, charities, quoted companies and academic institutions across the world. An international speaker, trainer, author and fund-raiser, I can be contacted by email. My website  provides a full picture of my portfolio of services.  

Labels: Leadership, Social, Teamwork

posted by William Martin @ 09:01