One of the more salient topics in today’s business world is understanding, managing, and working with the "next generation" of workers. Whether you're a member of Generation X or you work with, above, or below a Gen X’er, it's important to understand what makes up the Gen X world and what fears, ambitions, and goals drive this particular force in the workplace.

Putting it in Perspective

Before we can attempt to lead or even understand Generation X, we need to look at the defining values of this group and how they contrast with the values of the Baby Boomers and Traditionalists in our culture. In future articles, we'll discuss specific considerations and applications when it comes to leadership and management practices involving Gen X. But for now, let’s take a brief look at why they are the way they are.

Remember, the general rule of thumb for defining Gen X’ers is people born between 1965 and 1980. Currently, that means anyone between the ages of 26 and 41.

In their recent book, The NeXt Revolution [1], Charlotte and Laura Shelton describe some of the most significant values of Generation X. These include:

• A balanced approach to work and life (not necessarily monetary success like the Baby Boomers or the loyalty and dedication of the Traditionalists).
• A more skeptical outlook on the workplace and the world (not optimistic like the Boomers or practical like the Traditionalists).
• Success earned from working multiple jobs, and the view that a good education is a necessity. (The Boomers found success in their networking skills, and education was considered a birthright, whereas the Traditionalists just worked hard to succeed and education was only a dream.)
• Leadership icons include Reagan and Clinton. (For the Boomers, it was Kennedy and Nixon, and for the Traditionalists it was FDR and Eisenhower.)
• Music icons include Madonna, Bon Jovi, and U2 (versus Elvis and the Beatles for the Boomers and Bing Crosby and Frank Sinatra for the Traditionalists).

Just looking at the fundamental differences in their outlooks, cultural influences, and expectations gives us a new appreciation of the differences in workplace attitudes of Generation X'ers in comparison with slightly older generations. In future articles, we'll look at the implications this attitude has as we lead and are lead by the Gen X’ers.

For tips to effectively train your people and streamline your organization, and for other solutions to your staffing challenges, visit http://www.traininginabox.com/ [2]. Sign up for our free newsletter at http://www.quicktrainingsolutions.com/ [2]to make your HR training and development life easier. Corey Nielsen designs and delivers innovative and effective training solutions for businesses through NTG, his business development and training company.

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