Boston.com has a great blog associated with it called Brainiac. It is written by Joshua Glenn who has been writing a lot about generational issues. In fact, he is one of the first people who I've seen break each generation down into ten year increments. According to Joshua, they are:
1904-13: [I'm open to suggestions]
1914-23: Greatest Generation
1924-33: Postmodernist Generation
1934-43: Anti-Anti-Utopian Generation
1944-53: Boomers
1954-63: OGX (Original Generation X)
1964-73: PC Generation
1974-83: Net Generation
1984-93: Millennials
1994-03: Too soon to say
He recently did a great (albeit long) post about GenX. I'm technically a "PC Generation" since I was born in 1965 but I have a lot of the traits of a GenX'er.
As we continue to move forward into the impending workforce crisis, I've noticed a distinct lack of interest about Generation X. Why is that? We might be a cynical bunch we we have a lot of Boomer Values and most of us can operate a computer. We're already leading many organizations and organizational functions...so why aren't we getting any recognition? It seems strange to me that almost all of the recruiting blogs and the HR magazines have turned their attention totally on the Millennials.
Most Millennials are not ready to lead organizations (although, if you talk to them, they are ready to be the CEO). It is going to be Gen X and the PC Generation who are going to be leading for the next 10 years or so. Let's give the Millennials time to learn what they don't yet know they don't know.
If your organization hasn't thought about how to start moving Gen X into the leadership ranks, it is time to hold a corporate summit. Get your important leaders around a table and start thinking about how you would go about replacing each of them. Is there a Gen X'er ready to step up? I recommend doing a thorough evaluation and then creating a mentoring program based on learning needs of your Gen X workers. A solid assessment is a good place to start and a way to give the mentor and the mentee something to work on and a place to start building their relationship.
From there, work your plan. Try new things. Give people new opportunities to lead and develop their talents.
I fully agree. In my blog, blog.fullspectrumhr.com, I recently spoke about the fact that the Millennials need a bit of patience as well. Youth always believes - in their heart of hearts - that they know better than anyone else. (I was like that, too. And when I was twenty-three, dinosaurs were shlepping through primordial ooze on their way to breakfast.)
We do need to afford opportunity to everyone, mellennials, boomers, OGX, Nets, the works. In turn, each person needs to use those opportunities wisely.
Posted by: Ed Navis | January 16, 2008 at 08:52 AM
Jay,
As you know this is a subject near an dear to my Gen X heart.
Thanks for sharing!
Posted by: Recruitnik | January 16, 2008 at 07:58 PM
Most of the middle management at the Mill are about 10 years behind us. They do a pretty good job -- I think as good as we did then. And while the top brass are still "traditionally" aged for their roles, a lot of us middle-aged folks (I do not identify with "PC Generation," and think I am an OXG) are worker bees. Check my link to an essay on Youth and Management for more thoughts on this. CB
Posted by: carolinebender | January 19, 2008 at 08:50 AM