Harris writes that the typical U.S. workplace has up to four generations working within it. Each of these generations has a different mindset. Understanding these differences can greatly improve corporate trainers. For instance, Harris claims that the Boomers see an eighty hour work week as commitment to the job. The Echo’s see things quite differently and carry a “me first” attitude. Demanding schedules that the Boomers are used to can be unappealing for the Echo’s and Echo’s are far more likely to leave such a job. Other important trends reflect vast changes for the business world. The Boomers are coming up for retirement representing the potential for a major “brain drain.” Harris claims that the retention of X and Y generations are essential for achieving a “knowledge transfer.” Most importantly though, is the competition for jobs. Because there are four generations in the workforce, Harris looks at the different attributes these generations have to offer.

This has many implications for CLIC’s. Harris writes that Boomers are avoiding retirement but are assuming different roles in the workforce, often working part-time. This is an interesting trend. Usually, younger individuals assume part-time positions but Boomers may fill these positions. Also, CLIC’s may want to consider these generational attributes in considering leaders for their organizations.

I would be interested in reading more on how these generational characteristics affect leadership roles.