The Generations

Generation

Born

Current Population

Traditionalists

Prior to 1946

75 Million

Baby Boomers

1946 – 1964

80 Million

Generation X

1965 – 1979

60 Million

Millennials

1980 - 2000

80 Million

The Demographic Shift:
• By 2020 – half the American workforce will be comprised of
Millennials
• By 2025 – 75% of the global workforce will be comprised of
Millennials
• Millennials are predicted to spend $2.45 trillion in 2015

Influences and Traits
Generation

Influences

Traits

Traditionalist

May have lived through the great
depression, WWII, the Cold War,
and Pearl Harbor

Patriotic; Loyal; Hard working;
Wants to leave a legacy; Faith in
institutions; Job-hopping viewed
as disloyal

Baby Boomers

Economic prosperity;
Vietnam War – a time of great
social
change and uncertainty;
Women and Civil rights
movements;
Sex, drugs & rock-n-roll;
Known as the ‘me’ generation;
Birth control pill gave women
more freedom to pursue careers

Loyalty is to the team, not the
organization or manager;
Competitive; Workaholics;
Optimistic; Identity closely
aligned to their professions; Unrest of the 1960’s gave many a
sense of social responsibility as
they fought ‘the establishment’

Generation X

Sesame Street; MTV; Personal
Computers; AIDS; Grew up in
homes where both parents
worked; Divorce increased;
Missing children on milk cartons;
Crack and cocaine; Parents felt
children were the most important
thing in their life

Eclectic; Resourceful; Self-reliant;
Skeptical of Institutions; Adapt
well; Independent; Don’t like
authority figures; Perfectly happy
to toil away individually

Millennials

Expansion of technology and the
media; Mixed economy; Children
steered toward summer
activities rather than jobs;
Terrorism; Violence; Global
climate change; Parents felt their
children are the only thing in

Diverse; Media savvy; Cyberliterate; Realistic;
Environmentally conscious;
Collaborative; Many times their
first job is after graduating
college; Will work 60 hours a
week – but want to do it on their

Personal Characteristics
Generation

What they
Value

Communicatio Deal with
n
Money

Traditionalist

Authority;
Conforming;
Discipline

Rotary Phones;
Memos;
In person

Save it;
Pay Cash

Baby Boomers

Optimism; Being
involved;
Individuality;
Health; Being
youthful

Touch-tone
phones; Call me
anytime

Buy now and pay
later

Generation X

Skepticism;
Honesty;
Transparency;
Resourcefulness;
Independence

Cell phone;
Don’t call me
after work

Cautious;
Conservative;
Save it

Millennials

Being real;
Confidence; Being
social; Integrity;
Innovation;
Entertainment;
Efficiency

Text;
Internet;
E-mail;
Social Media

Earn to spend

Work Characteristics
Generation

Work Ethic

Leadership
Style

Learning
Preference

Traditionalist

Hard work; Respect Direct;
authority;
Command and
Sacrifice; Adhere to control
rules

Structured;
Traditional
classroom;
Link learning with
goals

Baby Boomers

Workaholics;
Efficient;
Crusade causes;
Personal
fulfillment;
Question authority

Consensual;
Collegial

Interactive;
Group Learning
through
Facilitation;
Need time to
practice;
Learning adds value

Generation X

Self-reliant; Wants
structure &
direction; Skeptical

Everyone is the
same; Challenge
others;
Ask why

Fluid, using
technology;
Learn by doing – get
involved;
Make learning fun

Millennials

Multi-tasking;
What’s next;

Collaborative

Teamwork and
technology;

Millennials
This generation possess an intuitive sense in understanding technology due to the
environment in which they’ve grown up – capitalize on it.
They bring a much more creative and innovative approach to solving problems than
any previous generation – listen to what they have to say.
They prefer learning through on-line courses and using technology to gain their
information – provide them with the tools from which they will learn.
They find direct communication less necessary and prefer email or texting – so let
them.
They work very well in a team environment – allow them the space to be the best
they can be.
They celebrate diversity – we all should.

The following pages will offer you some guidance and insight into
managing and motivating these enthusiastic, confident,
innovative, multi-tasking, goal-oriented individuals…

How best to Coach,
Manage and Motivate Millennials

Provide Structure



Provide Leadership and Guidance



Millennials want “in” on the whole picture – they want to know the scoop
They want to look up to you, learn from you, and receive daily feedback
Plan to spend a lot of time teaching and coaching them – they will positively respond to it
They deserve and expect your best investment of time in their success

Encourage the Millennial’s self-assuredness, “can-do” attitude, and positive
self image



Jobs should have fairly regular hours – but offer flexibility when possible
Goals should be clearly stated and progress should be measured and assessed
Define assignments and what success looks like
Meetings should have agendas and minutes taken for reference

They are ready to take on the world – help them
Their parents told them they can do it – and they can – so let them
Encourage, don’t squash them or contain them – if they fail, it’s okay – they will try again
Help them be the best they can be

Take advantage of the Millennial’s comfort level with a team


Encourage them to join – they will keep you informed and have more to offer in their role
They believe a team can accomplish more with a better outcome
Mentor, coach and train the millennials not only individually but also as a team

How best to Coach,
Manage and Motivate Millennials

Listen to the Millennial

Millennials are up for the challenge


This is a way of life for them
Without multi-tasking, they will be bored – and remember, boring is bad!

Take advantage of their Electronic capabilities

Boring is bad!
Don’t bore them, ignore them, or trivialize their contribution
‘What’s happening next’ is their mantra – so let them know what’s next

Millennials are multi-taskers on a scale never seen before

These young adults have ideas and opinions and don’t take kindly to having their thoughts
ignored
Remember, they had the best listening, most child-centric audience in history – their parents

Their abilities are amazing in this area – capitalize on it
Ask them to use the technology they’re used to for communicating – where you might have
sent a memo, let them text the individual. It’s what they’re most comfortable with and the
communication is instantaneous

Make the most of the Millennial’s affinity for networking


They want to network around the world electronically – let them
They are sought after employees who are loyal
They will always have opinions they want to share – hear them out

How best to Coach,
Manage and Motivate Millennials

Provide a work/life balanced workplace



Millennials are used to cramming their lives with multiple activities – encourage it
They work hard but are not into the traditional 60 hour work weeks defined by other
generations
Spending time at home, with family, and with friends are priorities – and they should be
Balance and multiple activities are important to them – pay attention to their expectations

Provide a fun, employee-centered workplace



Millennials want to enjoy their work and their workplace
They want to make friends at work
You want them to be laughing, going out with work friends and helping plan the next team
event – if they aren’t you may need to worry
Help other generational employees make time for the Millennials

Develop the workplace of your future – create a structured yet fun
environment and you will be building the foundation for a superior
organization.
Remember, not all Millennials may fall into these general characterizations –
so be flexible in your approach – pay attention to your audience!

Learning Strategies for Athletes
Suggestions to Support Attention, Engagement, and Organization
of Information
• Give the athlete something to “work with” (stress ball; ball to squeeze / bounce; football;
pen to play with; gum to chew; etc.) while information is being presented.
• Create standing desks where athletes are able to stand while absorbing information.
• Be clear about what is critical information and what is less important. Highlight / write
down materials that are essential versus materials that are supplementary.
• Involve the athlete as much as possible in active learning:
– Call on the athlete (or let the athlete know that they will be called on to answer the
question)
– Don’t “set the athlete up” to try to catch them not paying attention; rather, let the
individual know that they will called upon to participate on “the third example.” This will
get them to pay attention to the first two examples.
– Ask the athlete to present a problem
– As the athlete to debrief the material
• Hand out essential notes.  
• Rather than asking athletes to take notes, give them the notes required.  
• This will allow athletes to focus on what you are saying, rather than taking notes while you
are taking.

In Presentations
Suggestions to Organize Approach to New Information
• Be incredibly intentional with time:
– Outline what the time commitment will be for each information session.
– Honor that time commitment:
• For example, tell the athletes that “you have three videos to watch for about
fifteen minutes, then we will break for five minutes with a question for you to
think about, then we will regroup to debrief for a half hour.  I have notes for
you for the second half: you just watch the videos.  Does anyone need paper
or pen for notes?  Great, let’s start.”
• Offer pre-assessments and short reviews to create “study guides / review guides”
– The moment a group walks into class, have a SOCRATIVE.COM room in which
athletes can engage in “essential points for today.” They won’t be able to
answer many questions because they haven’t been exposed to the material,
but it introduced your main concepts immediately.
– Then introduce concepts, hand out notes, practice, etc..
– Use the SOCRATIVE.COM exit ticket notes to create the following day’s preassessment and review assessment.

Reflect How the Athletes Learn
– As much as possible, reflect back to the
group what is working and what isn’t
working.
– When a non-traditional effort creates a
learning moment for an athlete,
highlight that, share it with them directly
and (when applicable and appropriate)
share it with the entire group.

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