Hi All,

I recently received a copy of Tamara Erickson’s new book: “What’s Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want”. It’s really an interesting read (especially if your a member of Gen X), where she accurately (I think) discusses the issues Xer’s face being the “stuck in the middle” generation, but follows that up with a framework Gen X can follow for shaping and creating a meaningful career. I also totally agree with her overview of “who” Gen X is as it’s completely inline with how I describe them in the books I’ve written and in the seminars I conduct.

Below is a clip from a Press Release about her book that will explain it far better than I. But, after that, I’ve also included a terrific interview with Tamara for more insights. You’ll also see  her complete bio and contact info at the very bottom of this post.

Here’s a clip from the Press Release about the book that can explain it a bit better than I:

MEMBERS OF GENERATION X—the 30-to-44 age cohort—have drawn the short stick when it comes to work. The economy has been stacked against them from the beginning. Worse, they’re sandwiched between Boomers (with their constant back-patting blather and refusal to retire) and Gen Y’s (with their relentless confidence and demands for attention).

Gen X’s are stuck in the middle—of their lives and between two huge generations that dote on each other and that are taking up a little too much of X’ers’ room.

But they can move forward in their career. In What’s Next, Gen X? Tamara Erickson shows how. She explains the forces affecting attitudes and behaviors in other generations—Traditionalists (born 1928-1945), Boomers (born 1946-1964), X’ers, and Y’ers (born 1980-1995)—so X’ers can start relating more productively with bosses, peers, and employees.

Erickson then assesses Gen X’ers progress in life so far and analyzes the implications of organizational and technological changes for their professional future. She lays out a powerful framework for shaping a satisfying, meaningful career, revealing how X’ers can:

• Use their unique capabilities to become effective leaders
• Identify work that matches what they care most about
• Succeed in a corporate career or an entrepreneurial venture
• Spot and seize newly emerging professional opportunities

For example, she explains how X’ers can find a type of work and a place of work that suits them—by identifying work activities that engage them, that feel effortless and energizing, and that activate “life lures” such as the opportunity to create something of lasting value, to be part of a winning team, or to take on interesting challenges.

Provocative and engaging, What’s Next, Gen X? helps the 30-to-44 set break free from the middle—and chart a fulfilling course for the years ahead.

AN INTERVIEW WITH TAMARA ERICKSON:

You wrote a book for Boomers and one for members of Generation Y. Why a book for Gen X?

Each of these generations faces unique challenges and brings specific strengths to today’s workplace. For organizations to succeed in the challenging years ahead, they need a combination of the best from each generation. In Retire Retirement: Career Strategies for the Boomer Generation, my message to Boomers was to find ways to remain productive contributors. And in Plugged In: The Generation Y Guide to Thriving at Work, my message to Y’s was to blend their strengths with the realities of the corporate world.

For Gen X, the challenge is that they’re wedged between two huge generations competing for the same opportunities. X’ers need to maximize their peak career years to their full advantage, given today’s turbulent economy. And the steps they take over the next decade will shape their long-term financial stability and achievement of other goals. I wrote this book for them—to invite them to reflect on what they’ll do next and to offer ideas for exploring new possibilities.

In one of your new book’s chapters, you explain how X’ers can “make the organization you work for work for you.” Can you provide an example of how to do this?

Almost 95 percent of X’ers work in organizations that are owned or managed by others. To get whatever they want in those organizations, they need to be perceived as valuable contributors and work effectively with others. This is especially critical during economic downturns. Probably the most important thing they can do is play to their strengths. They need to cash in on the returns they acquired from the time and energy they spent during their twenties and zero in on what they’re really good at and what they’re not. I present a list of questions that can help them identify how they can stand out from others, communicate their “brand,” and cut out the things that aren’t their strong suit.

In what respects can X’ers provide needed leadership in the coming years?

Future leaders in all spheres will have to contend with a world characterized by finite limits, no easy answers, complex problems on multiple fronts, and an increasingly diverse range of viewpoints. I’m convinced that X’ers will bring important leadership qualities to that world. They’re richly multicultural, as their awareness of global issues was shaped in their youth. They bring a more unconscious acceptance of diversity than any preceding generation. And they’re incredibly pragmatic. They’re the ones who’ll manage crises by applying toughness and resolution; questioning long-held truths; and breaking the destructive norms of corporate life, such as long hours, narrow-minded perspectives, and a language of combat. Their unique strengths will enable them to foster adaptability in organizations facing ambiguity and to spur the innovation needed for organizations to survive.

TAMARA ERICKSON’S BIO:

TAMARA ERICKSON is President of The nGenera Innovation Network (ngenera.com). She is both a respected McKinsey Award-winning author and popular and engaging storyteller. Her compelling views of the future are based on extensive research on changing demographics and employee values and, most recently, on how successful organizations work. Her work discerns and describes interesting and important trends in our future and provides actionable counsel to help organizations and individuals prepare today. Tammy (TammyErickson.com) has coauthored five Harvard Business Review articles (including McKinsey Award winner “It’s Time to Retire Retirement”), the book Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, and an MIT Sloan Management Review article. Visit her blog, “Across the Ages” on hbr.org.

Hi All!

Heather Huhman, Founder & President of ComeRecommended.com (a unique community site that matches Millennial/Gen Y job seekers with employers), wrote an article for Dan Schawbel’s popular blog, PersonalBrandingBlog, about how to develop your personal leadership brand at work.

The article is entitled: “Defining Your Brand via 6 Traits that Make You a Leader“. Heather was inspired to write this article after reading my new book, “Millennials Into Leadership“, and offered her personal perspectives on the key areas I suggest Millennials focus on when determining their personal leadership brand, such as: Philosophical Style, Social Style, Intellectual Style, Communication Style, Emotional Style, and Ethical Style.

It’s a great article that illustrates how to use information from my book in a real-world way. Heather is a Millennial and is in a leadership role in her position as a business owner, so you’re bound to learn from her insights when reading the article.

As more Millennials enter the workforce, and enter leadership roles, it’s critical for companies to groom them for success. But unfortunately many employers just promote them into management roles and don’t provide training. At the very least, you should read my book, especially if your company doesn’t offer solid leadership training!

And if you’re an employer, give me a call. I offer leadership seminars, workshops and keynotes for Millennial employees, and my clients have truly benefitted from hiring me to present them.

Enjoy Heather’s article!

Bye for now,

Lisa

Hi All,

Lots happening in San Francisco lately with the Proposition 8 federal lawsuit challenging California’s same-sex marriage ban. And today, Michael Lamb, a Cambridge University psychologist, undercut the questioning of the Prop 8 sponsors opposed to gay marriage by testifying that children raised by same-sex parents are as well-adjusted and safe from abuse as kids who grow up with a mother and father.

The article about today’s events, and those of the past 5 days of the trial, also includes:

“For a significant number of these children, their adjustment would be promoted were their parents able to get married,” developmental psychologist Michael Lamb said while undercutting arguments made by sponsors of Proposition 8, the anti-gay marriage ballot measure passed in 2008. 

Lamb said there was no evidence that children with gay parents were more likely to become gay themselves or become victims of sexual abuse or incest. 

In addition, he said no evidence exists that gays or lesbians were more likely to sexually abuse children. 

“We have a substantial body of evidence documenting that a child being raised by same-sex parents are just as likely to be well-adjusted as children raised by heterosexual parents,” Lamb said. 

Lamb testified as part of a lawsuit by two gay couples aimed at overturning Proposition 8. 

Sponsors of the measure have said restricting marriage to a man and woman can be justified by the need to foster procreation and to make sure that children are raised by their biological parents. 

The trial, in its fifth day, is the first in federal court to determine if efforts to stop gays from marrying violates their constitutional rights.

I find this whole thing ridiculous. I’m gay, and my partner of 10 years and I have a 3.5 year old son. He is smart, well-adjusted, outgoing, compassionate, giving & loving with other children, speaks 2 languages, and is “all boy” in terms of loving sports, trucks, etc.

It baffles my mind that in 2010 we’re still having these types of ridiculous issues, but at least we’re making progress for human rights. Granted this whole Prop 8 set back in CA was a shock (of all states to ban it…hello??), however I believe, eventually, it will go through.

But to have the trial questioning even put me in the same category as a pedophile just because I’m gay, is beyond insulting. And to put a gay man in that category just because he’s gay is a total insult. Men (and women) who like to prey on children has nothing to do with being gay…it’s about dominance…and mental illness. Just like rape isn’t about “sex”.

Thank god the latest research shows that a majority of Millennials think gay marriage is no big deal and should be legal. I think this generation will finally be the one that gets us all past this…so we can focus our resources on important things like hunger in America, healthcare for everyone, etc.

Bye for now,

Lisa

Hi All,

In this current economic climate it’s not unusual for people from ANY generation to pursue job offers that require relocation. And Heather H. Huhman, founder and president of ComeRecommended.com (a popular job and career site for college students and entry-level job seekers), has written a terrific ebook for Millennials (Gen Y) on the ins and outs of relocating successfully for a job.

The ebook is entitled: “Relocating for an Entry-Level Job – Why You Probably Have to and How to Do It”

This info-packed ebook is loaded with tons of useful info such as:

1. The Top Areas in the U.S. for Entry Level Jobs

2. Strategies for Finding a Non-Local Job Opportunity

3. How to Up Date Your Career Tools to Show Willingness to Relocate

4. Determining the Cost of Relocation

5. How to Negotiate a Relocation Package

6. Relocating Without A Job

7. And A LOT MORE!

And you can click here to access a FREE preview of her ebook to read the Introduction and see the Table of Contents!

Click here to read Heather’s complete bio, and you’ll quickly see why she is qualified to write a book like this. Not only did she start ComeRecommended.com, but she’s also a entry-level career’s columnist for Examiner.com where she offers college students, entry level job seekers and younger employees advice on career, work related topics, and job seeking. She is also a contributing writer for many career blogs, and author of “Gen Y Meets the Workforce: Launching Your Career During Economic Uncertainty“.

I highly respect Heather and think her new ebook is something many will find very beneficial.

And if you want to skip looking at the free preview, CLICK HERE to order the whole book!

Bye for now,

Lisa

FOLLOW ME ON TWITTER @GENERATIONSGURU

Hi All!

Below is a guest article contributed by Paul Johnson, Director of Outsourcing Consultants with 10 years experience of HR and recruitment within the Middle East. Author Website: http://www.outconsult.com.

I thought it was something many of you Millennials (Gen Y) would find helpful as you begin to explore career opportunities. And, it’s certainly great info for people from ANY generation who is toying with the idea of working outside of the U.S.

So, without further delay, here is Paul’s article, entitled: Thinking of working overseas? Think, think and think again.

I am sure we have all thought it. Wouldn’t it be great to work away from our home country? New climate, new friends, more money (in some cases), get away from the humdrum life I lead now, experience new cultures etc, etc. Whatever the reasons, the grass is certainly not always greener on the other side. It takes time and not a small amount of perseverance and patience to make it work.

Take my experience. Back in 1998 my girlfriend (now wife) and I decided we needed a change from the UK. Dubai seemed like a good option as my wife had lived there with her parents in the mid 70’s. Being the days when the internet was something to do with fishing together or a goal in football the communication with prospective agencies and employers was by no means easy. Many calls and faxes ensued until eventually we both, miraculously landed jobs in Dubai starting 2 weeks apart.

Arriving in Dubai was a massive culture shock, especially 11 years ago even though I had travelled the world extensively. People from all over the globe were resident there especially from South East Asia. Everything was different from needing a UAE driving license to driving on the other side of the road!! The bureaucracy to do anything was immense and very frustrating. After 2 months we were reeling and wondering what on earth we had done! Shall we give it until Christmas (two months away)? Shall we leave now? Many questions and uncertainties. We were told by new friends, many of whom were long term expats, to give it 6 months, we did.

To cut a long story short we stuck it out and are still here 11 years later with 2 kids in tow! Dubai is not perfect by any means but where is?

My advice to anyone thinking of taking the plunge is:

1. Be aware of a huge culture shock even if you are well travelled, living somewhere is a completely different world.

2. Be patient!

3. Become culturally aware as fact as possible and do not attempt in anyway to impose your culture on your new hosts, it will not work.

4. Give it 6 months to settle in or you will regret it.

5. Use any means at your disposal to connect with people living there, seek out the lowdown and dirty to the place first.

6. Take up your interests as early as possible to meet people, do not get trapped into the work, home sleep unhappy triad.

7. Do not limit your exposure to other expats from familiar cultures only.

8. Take every opportunity offered to you initially to socialise, be it camping trips, birthdays, whatever. Good luck!

Learn more about Paul at:

http://www.linkedin.com/in/pauljohnsonoutconsult.

Bye for now! And Happy New Year!

Lisa

Twitter @GenerationsGuru

NOTE: Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Hi All!

Recently Dan Schawbel, founder of PersonalBrandingBlog.com, interviewed me about Millennials (Gen Y) at work, workforce insights, my new book “Millennials Into Leadership“, and more. Here’s a run down of the questions he asked me and you can read the complete interview on his website:

1. Name at least 3 Millennial stereotypes and how they can impact the workforce, for better or worse?

2. What makes a Millennial leader?

3.  What do Millennials complain about the most in the workplace?

4. Your first book, “Millennials Incorporated”, focused on how to recruit and manage Millennials, but your new book is written for the Millennials. Why?

5. Did you need to write a second book to expand your platform?

CLICK HERE TO READ MY ANSWERS!

Then, I switched hats and conducted a podcast interview, for my “Millennials In Motion” show, with Millennial Heather Huhman, President and Founder of ComeRecommended.com – an exclusive online community connecting the best internship and entry-level job candidates with the best employers.

Listen to this interesting interview, where I ask Heather:

1. What exactly is Come Recommended?

2. How did Come Recommended get started?

3. What are your plans for the future with the site?

4. What’s been your favorite part about starting a company? What’s been the most difficult?

5. What advice do you have for Millennials who are looking for a job or just about to start their first job hunt?

6. You say Millennials shouldn’t rule out entrepreneurship as a career. What advice do you have for people interested in following in your footsteps?

CLICK HERE TO ACCESS THE PODCAST!

Okay! I hope you enjoy both of these interviews, and be sure to follow me on Twitter @GenerationsGuru

Bye for now!

Lisa

Hi All!

I’m thrilled that my new book, Millennials Into Leadership, is out and already getting 5 Star Reviews on Amazon! I wrote this book for Millennials (aka Gen Y) aspiring to be effective, respected young leaders in the workforce. And, since it is the holiday season, if you’re struggling to find a great gift for the 20-something person in your life (employee or relative), my book may be a good solution

As a sneak peek, here is the actual Introduction from the book to give you a better idea of what it’s about and why grooming young people early in their careers is critical for their success…and their employers success!

INTRODUCTION: “MILLENNIALS INTO LEADERSHIP“

Hello! And welcome to my book. I can’t believe I’m sitting here writing another one so quickly after my first, but I felt this topic and focus was important. You probably didn’t read my first book, Millennials Incorporated: The Big Business of Recruiting, Managing and Retaining the World’s New Generation of Young Professionals. That’s okay – I don’t take it personally. After all, it was about YOU, so it was targeted at companies wanting to understand you as future/current employees, plus I included a lot of tips to help managers and supervisors engage with your generation more effectively.

So, I’ve been on your side for quite some time and helping employers figure you out…all in an effort to recruit and retain your generation as their future leaders. And, I’ve even conducted workshops for Millennial employees to help them acclimate and ramp faster as new professionals in the workforce.

It has been a wild couple of years in my life focused on YOU! I’ve conducted many seminars, workshops and keynotes with audiences full of generations older than you…often watching them spend the first 15-minutes of the presentations looking at me with blank stares. But then, luckily, I see the light bulbs start to appear over their heads as they begin to “get” what I’m sharing about your generation. And then I also witness that look of “Uh-oh” from them as they realize they’re going to have to really step-up their personal leadership and management game to better retain their Millennial employees.

Why? You guys demand a lot from your leaders at work! And, quite honestly, there are a lot of mediocre managers/leaders out there in the workforce, and your generation is requiring them to reassess their personal management and leadership skill set(s). Some of them haven’t had to do this in a long time and they are struggling with it (and/or resent it). But, I think it’s good for them. A little “reality check” for people who have “gotten by” on mediocrity is necessary to improve a company.

Why my new book? It’s rather simple really. From a demographic standpoint, your generation will be moving into leadership roles sooner than many generations before you did. It’s basic math: The Boomers are a massive generation and starting to hit retirement age now, and Gen X (the 30-somethings) are a small generation. And even though Generation Jones (the 40-50-somethings) is a pretty big generation, they’re replacing many Boomers in senior management and leadership roles now. That means in the U.S. we don’t have enough head count to fill the entry level to middle-management roles that are becoming available (there just aren’t enough Gen Xers to do it).

Let me share some quick stats to put this in perspective…but it’s NOT just a U.S. “labor shortage” issue:

1. According to the US Bureau of Statistics: By 2010, U.S. corporations, and small to medium-sized businesses (SMB’s), will be short 10 million workers.

2. The EU’s Labour-Shortage ‘Time Bomb’ (June 22, 2007): In the European Union, a shortage of 300,000 qualified employees in the IT sector alone is forecast for 2010.

3. ‘Japan Stares Into an Economics Abyss’, Masaki, H. (May 14, 2006): In Japan, prospects for skilled labor are so dim that some electronics manufacturers have introduced programs granting their employees leave (time off) to receive fertility treatments.

4. (U.S.) Employment Policy Foundation (EPF): A systematic labor shortage is expected to transform the workplace over the next 25 to 30 years as the gap between Baby Boomers and entrants of college-educated workers widens due to the Boomers’ mass retirements. If the U.S. economy continues to grow at 3% a year – the economy’s consistent average since 1948 – the workforce will have to increase by 58 million employees over the next three decades if the same rate of productivity is maintained. Yet, if the current population trend continues, the number of workers will only increase by 23 million. This trend would cause an overall U.S. labor shortage of 35 million workers. Most of these projected shortages are expected to involve workers having specific skills. My comment: The first “wave” of this U.S. labor shortage was described in stat #1 on this list.

Okay, those are just a few reasons “why” you may find yourself (or have already been) promoted into a management position and leading a team sooner than you expected (probably supervising some employees older than you are).

And while this is “good” news for your career growth, I personally provide one-on-one Leadership & Career Coaching for many Millennials (many of which hire me on their own – not through their employers) who are struggling. They have only been in the professional workforce a short time, maybe 2-5 years, but are finding themselves in positions with a lot of responsibility. So they don’t have a lot of real-world leadership and management experience, let alone experience in their field, and they need help “ramping fast” as leaders within their companies.

So that’s the goal of my book: To give you an overview of what being an effective leader means, help you understand the difference between a manager mindset and a leadership mindset, provide you with effective leadership tips, and help you achieve respect (and confidence) as a young leader at work.

I don’t believe that old saying “leaders are born – not made”. I work with many young professionals who are smart and talented, but need my help to grow quickly in a leadership role.

And one thing to note: Having a leadership mindset, regardless of your current position at work, or even if you’re still in school, will do nothing but help you succeed now, and in the future. Highly successful executives, 2-3 times your age, never stop learning and continually embrace ways to improve their leadership skills. So get started NOW, and give yourself an edge…personally and professionally.

YOU are the future of the workforce (and our world!), and your co-workers, employees, supervisors, and employers, need you to be the best leader you can be…so let’s get started!

Thanks to everyone who has supported me along this journey, and to all of the media who have contacted me for interviews about the book!

Bye for now,

Lisa

Hi All!

Woohoo! My new book, Millennials Into Leadership, is now out and available on Amazon! If you’re a Millennial (Gen Y) college student or employee, seeking a solid book on how to be an effective, respected young leader at work, then this is the book for you. And if you are a parent, employer, or relative looking for a great holiday gift for the young adult in your life, check it out!

Here is the announcement press release that is going out tomorrow:

Knowledgeable companies understand that the combination of Boomers hitting retirement age, and Gen X being a small generation, means Generation Y (aka Millennial) employees will need to move up into leadership roles sooner than generations before them did. To address this growing trend, Lisa Orrell released her second book on Amazon, “Millennials Into Leadership”, to educate these Millennial employees on how to be effective young leaders quickly in the workforce.

“Lisa Orrell is a foremost authority on Millennials. She’s been educating employers about them (us!) for years and now also focuses on energizing our young generation directly – to be the leaders we all know we can be,” says Millennial Heather Huhman, Founder & President of ComeRecommended.com. “Lisa’s information-packed new book, Millennials Into Leadership, will prompt young professionals to refer to it again and again for more nuggets of wisdom to excel in their careers.”

“Many companies simply move a 20-something employee into a management role, requiring leadership skills, but don’t provide any leadership training, and this causes many young managers to struggle,” explains Lisa Orrell, the book’s author, speaker, and professional Leadership Coach. “Lack of experience, lack of training, and (sometimes) lack of maturity, are not an ideal combination. Many young managers that I personally coach have little knowledge of even the most basic leadership principles, and this quickly affects their team’s moral and productivity. This is why I wrote my new book, and it’s also why companies and colleges hire me to conduct leadership seminars and keynotes for their Millennials.”

Organizations that have hired Lisa for her various keynotes, seminars and/or consulting services, include (partial list): Pepsi, HR Academy of Brazil, Paul Mitchell Systems, Cisco, Brocade, Blue Cross/Blue Shield, ISP Sports, Crowe Horwath LLC, Heald College, and USC’s Marshall School of Business.

And based on Lisa’s vast expertise on generational dynamics in the workforce, and leadership education for Millennials, she has been a guest on ABC, MSNBC, and NPR. She has also been interviewed by countless national and international print and online media, including (partial list): The New York Times, Wall Street Journal, U.S. News & World Report, Monster.com, HR.com, FoxBusiness.com, BNET.com, China’s HerWorld Magazine, Magna Publications Trainee Guides for Denmark, Sweden and Norway, Northwestern Business Review, CareerBuilder.com, and Human Resource Executive.

Copies of “Millennials Into Leadership” can be ordered on Amazon:

http://www.amazon.com/dp/1936214008

For media inquiries, speaking inquiries, or inquiries about Leadership & Career Coaching for Millennials, please contact Lisa Orrell at The Orrell Group: 1-888-254-LISA (5472), Lisa@TheOrrellGroup.com,  or visit www.TheOrrellGroup.com. Twitter @GenerationsGuru.

Bye for now! And Thank you for your on-going interest and support in what I’m doing

Lisa

Hi All!

I recently launched my new podcast show, Millennials In Motion, and each month I interview a Millennial (Gen Y) who is doing great things the world should know about. I also interview organizations that support young people in a variety of ways.

This week, I had the honor of interviewing Kendall Ciesemier, a 16 years old a junior at a suburban Chicago high school.  Kendall says she’s just “an average girl who wants to make a difference.” For the past five years, she’s been doing just that. Since 2004, Kendall has championed a cause to raise awareness and funds for AIDS orphans and African children in need.  It all started in 2003 when she saw an Oprah Christmas special about the plight of AIDS orphans in Africa.

Over the years, Kendall has inspired several thousands of students to raise funds individually or in groups to help vulnerable children in Africa. To date, Kids Caring 4 Kids has received over $760,000 in donations and drawn national attention including former President Bill Clinton and Oprah Winfrey.

She has also been named as one of the “Top 10 Youth Volunteers” in the U.S. receiving the Prudential Spirit of Community Award, and one of Chicago magazine’s Chicagoans of the Year in 2007. Most recently, she was selected by Build-a-Bear Workshop as one of their 12 Huggable Heroes for 2009.

Be sure to listen to the interview where I ask:

1.     You started Kids Caring 4 Kids when you were only 11.  What made you decide to do this?

2.     What is the goal of Kids Caring 4 Kids?

3.     What kinds of projects does Kids Caring 4 Kids support?

4.     Since you started Kids Caring 4 Kids, what have been some of the most interesting or surprising developments?

5.     What else do you do with your free time (if you have any)?

6.     How can other people get involved in Kids Caring 4 Kids?

Kendall is an amazing young woman who is making a difference in society and in the world! If you’re a parent, have your kids listen to this interview! And regardless of how old you are, and what you do, you will be moved by Kendall’s spirit, drive, and heart.

Click here to listen to this inspiring interview now: http://millennialsinmotion.podomatic.com/

And be sure to check out Kendall’s website for more info about her journey, charter, and how you can get involved: http://www.kidscaring4kids.org/

Thank you, Kendall! You rock, girl…keep up the great work

Bye for now,

Lisa

Hi All!

I was recently interviewed for an interesting NY Times article: Bridging the Workplace Generation Gap: It Starts With A Text, written by staff reporter, Alina Tugend.

It’s filled with interesting stats and research findings about the current generational gaps within the workforce. Here’s a snippet of the article:

…The point, she says, is not to look like a 26-year-old or even to necessarily act like one, but to be open to the fact that times have changed. And if we 40-plus-year-olds refuse to acknowledge that, we’re only punishing ourselves.

This is particularly true in the workplace. Much of the baby boom generation is going to want to — and, in many cases, going to have to — stay on the job longer. “But we won’t be working with our fellow septuagenarians, but with people our children’s ages,” Ms. Satran says.

Now, the generation gap is nothing new. In fact, it seems most people have recognized it since at least 40 years ago. In a Pew Research Center survey released this summer, 79 percent of respondents said they thought there was a generation gap, slightly higher than the 74 percent who answered affirmatively to the same question in a 1969 Gallup poll.

What’s interesting is that the generational divide is far less obvious than in the 1960s. Parents and their children dress similarly now, at least in casual clothes, and may listen to some of the same music. We don’t hear the ’60s slogan “You can’t trust anyone over 30,” but that’s probably because our children are silently texting it rather than shouting it.

Yes, much of what divides us now is technology. According to the Pew survey, while three-quarters of adults age 18 to 30 say they use the Internet daily, only four in 10 adults age 65 to 74 do so.

But be sure to click here to read the whole thing! I’m quoted on Page 2 of the article!

This is the second time Alina has interviewed me for one of her stories, so thank you, Alina, for the interview and mention!

Bye for now!

Lisa

FOLLOW ME ON TWITTER @GENERATIONSGURU FOR ALL KINDS OF NEWS/INFO ABOUT MILLENNIALS – GEN Y, GENERATIONS, WORKFORCE DYNAMICS, AND MORE!