Is There Really A Difference In The Generations?

The Baby Boomers and the Millennials have
more in common than either will admit.



Most of what we have read, researched and interviewed has brought us to the conclusion that there is not a discernible difference between the Baby Boomer (born between 1946 and 1964) and the Millennial (born between 1977 and 1998) generations when it comes to wants and desires. We have discovered that if the two took the time to talk with each other they would find the battles between the two to be almost laughable. The primary culprit in this generational war is nothing more than age. The Baby Boomers have forgotten all they stood for when they were young professionals and the Millennials have yet to experience the full benefits of age. Sit back and explore with us the similarities and the differences between the two and you will find that these two generations have more they share than the sandwiched Gen Xer’s have with either one.

“Because the demand for their services so greatly exceeds the supply, young graduates are in a strong position to dictate terms to their perspective employers. Young employees are demanding that they be given productive tasks to do from the first day of work, and that the people they work for notice and react to their performance.”

Sounds very much like the words of many of the Baby Boomer leaders we have coached as they speak of the sassy Millennial professionals entering their organizations today. The key to understand is that this is a quote from a Fortune magazine article written in April 1969! The more recent May 28, 2007 Fortune edition recites this 1969 quote as part of an article about managing the Millennial Generation titled “You Raised Them, Now Manage Them.” If this all rings such a familiar refrain, we will again, profess that there are many more similarities than differences between the two generations.
We have found that the search for the holy grail of leadership is still outside the grasp of almost all organizations. Through countless workshops, retreats, team development exercises and years of recruitment contracts, the qualities of the Sage Leader are often talked about and revered, and any organization that paid the fare to hire one or discovered one in their system coveted their prize possession. They learned to spend strategic time determining what it would take to find, develop and keep more of this sacred commodity.
Believing the qualities of this Sage existed only in the tenured ranks of seasoned Baby Boomers, companies have recently begun to realize this expertise is retiring and leaving in droves with little development of the leadership capacity remaining in the system. We have found that the wisdom of the Sage leader is available regardless of age or tenure. Mining the commodity from within the ranks of more tender aged employees becomes the task of the aging Baby Boomer leaders before they leave the ranks of corporate systems.
Let’s take a look at the differences, as well as the similarities between these two distinct generations. Consider that the Baby Boomer generation is into or fast approaching the second half of their lives with vitality never experienced by previous generations. They are healthier in mind and body and have an insatiable desire to stay connected to society and contribute. This contribution has appeared in many forms with a particular emphasis on giving back, legacy and making a difference while they also enjoy the fruits of their labor over the past thirty plus years. Life balance, contribution and being recognized for their capabilities motivate them to redefinition of the concept of retirement.
The Millennial Generation wants to design their careers, balance life, contribute to society and have more control over how they spend their time. And they want it now. They are a ‘work to live, not a live to work’ generation. You will find Millennial’s buying vacation time from their employers or quitting jobs altogether to travel, give time to noble causes or share staying at home to raise their families.
Both generations want for the same things. The battle lines have been drawn because the Baby Boomers expect the Millennial Generation to earn this right like they did. The Millennial’s have witnessed the impact of the live to work system of the Boomers. The missing component is a mutual respect for each generation. With this respect in place the cultures of organizations will transform and with it comes a better world for all.
Boomer parents in a fast paced, multi tasked, high tech, structured and scheduled activity environment raised the millennial Generation professionals of today. We have watched them play video games masterfully while talking on cell phones or text messaging their friends. At work they can be talking to a client while they e-mail memos and text message their friends setting up plans for after work. Yet, they still crave direct contact and a personal connection with their boss. That is assuming they have respect for their boss. Respect is earned, not a right of position or authority. With this respect, Millennials want a boss that is personally invested in their professional development. They want Sage Leaders to develop them, teach them and let them try, fail, learn.
Baby Boomers have a history of very direct supervision from their immediate boss. Respect was a right earned by tenure and position. Resentment crept in when respect was not evident since respect was assumed via positional power. Millenial’s want leaders and organizations to treat them as allies and partners, not ‘masters’ of them. Respect is not granted freely due to position or tenure. Respect comes with time proven success. They want their leaders to be mentors and strategists. Leaders that show their human side and want continual growth and learning for themselves as much as for their people.
Notice any similarities? As we have brought generations together to be in conversation we have had the pleasure of understanding emerging. May we all recognize that like many battles over history, the lines in the sand are drawn because we don’t take the time to understand each other. If I can contribute to some of that understanding I will consider myself content and fulfilled.