Fleshing Out the "Generation Gap"

Might be interesting, from the comments...

I believe that some additional fleshing out of the "generation gap" discussion is in order.

Some potential candidates for a more relevant discourse IMHO are: (1) The promotion system, (2) Recruiting (Hiring) and Retention, (3) Virtual (Web 2.0) absence = Actual (Real World) absence, (4) The “businessification” of USN officer corps and it’s unintended consequences, etc.

Being an early Gen X, I am just about fed up to the gills with the Boomers’ uptick in promoting the premise that Gen X and Gen Y are the, “What’s in it for me generation.” The observation from my vantage point is a potential vacuum of leadership from those that have gone before me, but certainly a vacuum of communication flowing down from the top. This may be bigger than a Navy issue, and I would welcome the input from the readership of this blog regarding the generational shift (in both business and industry) that we seem to be grappling with across a broad spectrum of policy (both business and strategic) issues.

Benjamin Walthrop, a frequent contributor brings up an interesting topic for discussion regarding the generation gap. I have hired (and fired) several people part of both generations, and work with a large number of folks in both generations on a daily basis. I am also part of Generation X, so add that to the context. These are my general observations that hopefully add to the discussion.

Generation X are best described in the 30s and 40s. They dealt with a 50% divorce rate growing up, often make several career changes, consider themselves "free agents" at work, and usually have a strong background in research, reading, and writing. This was the first technology generation.

In business these folks are usually your money makers, and manage day to day relationships with clients well. They embrace technology. The perception of GenX is that they are self-centered, entitled, and lazy (slackers). The reality is they are typically family centric, unwilling to sacrifice personal life for their occupation, and respond to challenges well.

Generation Y is the 20s generation today. They enjoyed a higher quality of life than any previous generation, and were brought up on technology in school and social networks. They are also known as the trophy generation, rewarded for everything they did, including stuff that doesn't merit reward.

In business they see technology as the foundation of work. They are very diverse already, having grown up in the first truly diverse culture that doesn't see sex, race, or religion the same way as generations past. They do not build strong, close relationships as well as previous generations, but can manage a higher quantity of casual client relationships better than previous generations.

They usually bring new insight through what are sometimes revolutionary point of views, they are very resourceful and adaptable, and they teach older generations new technology very well. They are usually very informed on how to access information quickly. The perception of GenY is that they are undisciplined, that they challenge authority, and that they are disrespectful. The reality is they crave structure, want to learn from their elders, and tend to treat everyone as equals by nature.

Now consider how that meshes with the generation gap.

Baby Boomers are late 40s - 60s generation. This was the first generation to go to college as a generation, and grew up in a "work your way up the ladder" cultural mentality. This is the "me" generation with a "get the hard work done" attitude. They are typically very loyal to clients and very competitive with coworkers. They are very traditional and tend to form habits that define a comfort zone, but will embrace change when clients demand it. Boomers are traditionally client-service oriented.

Baby Boomers are the premier business management culture, and they are good at it. They transition well and usually run the business today. The perception of Baby Boomers is that they are obsolete, greedy, and work-a-holic's. The reality is they do embrace new ideas when they understand them, value money, and baby boomers are hard workers by nature.

Feel free to comment how you think this might effect the promotion system, recruiting (Hiring) and Retention system, Virtual (Web 2.0) absence = Actual (Real World) absence, or the “businessification” culture in the services. I'll leave my opinion in the comments, eventually...

And please be nice.