Saturday Morning General Assembly

Article by Mel Borofsky, DVC-AP and Ed Sweeney, Deputy Chief, Department of Public Affairs
Additional material from John Whelan, Asst. Director for Member Services
Photos by Mel Borofsky, DVC-AP Editor SITREP

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National Commodore Gene Seibert opened the Saturday morning General Assembly in usual fashion.  Although all of the National Board was present, there were a few bleary eyed Commodores suffering from Friday night’s fun night.  Once the roll was taken, the attendees settled in for what was to be a very thought provoking presentation.

National Chief of Staff Carol Urgola introduced the morning’s featured speaker, Dr. Karen Kimmel.  Dr. Kimmel is currently a curriculum writer at the Leadership Development Center, Coast Guard Academy.  Dr, Kimmel was the Chair of the Department of Nursing Education at St. Phillips College, San Antonio, prior to her current position at the Academy.  Dr. Kimmel holds a Doctor of Philosophy Degree in Educational Human Resource Development from Texas A&M University.  The Leadership Development Center sponsored her trip to the National Convention.

GENERATIONS

Dr. Kimmel discussed four generations of Americans, which she classified as follows:

            Group                         Born                            Size                 

• Veterans                      1920-1940                   75 million
• Boomers                      1940-1960                   80 million
• Gen Xers                     1960-1980                   46 million
• Millennial                    1980-2000                   76 million

Moreover, she went on to identify six components that influence who the people in these generations are.  These categories include:

• Defining Events – things that are significant, emotional; they know where they were when it happened.
• World View – they ask “How do I see the world in which I live?”; they know how to succeed

World View Formation

• Values – we surround ourselves with others who have the values we want
• Role Models – we seek to see who we want to become
• Work construct – determined by our values
• Motivators & Rewards – drive people to accomplish, excel and perform

VETERANS:  1920-1940 (Age 66-86)

The first group discussed is the Traditionalists, or Silent seniors.  They are characterized by the following traits:

• They are Self-sufficient, Talented, and Independent
• 50% of men in this category served in the military (WWI, WWII, Korea)
• Women were basically in the workforce during this period.
• Many were born and raised in family’s home.
• They remember and experienced radio not television.
• They grew up with no faith in banks because of the Great Depression, a time when banks failed.
• The follow the 4 Fs: faith, family, friends, and freedom
• Unselfish
• Role models for this group are people with courage and integrity.
• WORK = DUTY
• Their Motivators & Rewards: a simple “thank you” is all that they really want

They’ll do it for the good of the whole team; greater than self, tangible symbols

BOOMERS: 1940-1960 (Age 46-66)

The baby boomer generation is our largest generation.  They want to follow in parent’s footsteps in education, business, employment and lifestyle.  This generation is characterized by the following traits:

• They like and are comfortable with Hierarchal relations
• Events that happened 1950-1970 shaped their lives, values and world view.
• They grew up with Television – sports, struggles, civil rights, news, Vietnam War, peace rallies, JFK assassination, Ozzy & Harriet, women voting, etc.
• They grew up with plenty of food and shelter
• Educational system unequal
• Credit cards – no need to carry cash which started family debts
• Role models – John Wayne, sports heroes
• Work construct = worth (career for life) OUR WORK = OUR WORTH
• Motivators & Rewards: likes personal appreciation; likes awards; bonuses, titles, dedicated parking, status symbols, etc.

GEN X-ers 1970-1990 (Age 26-46)

Events occurring between 1970-1990 shaped their lives, values and world view. E.g. President Nixon, John Lennon, Bill Gates; saw Brian Walsh kidnapped. 

Other factors influencing the GEN X-ers including the following:

• Divorce rates tripled.  Many grew up as a Latch key child
• They grew up with personal computers, and are comfortable with technology.
• Family and work are a balance, but family is more important than work. Many are taking care of aging parents and children at the same time.
• New concept of time (Do I have the time for volunteer work?)
• They loves the appeal of risk and danger (e.g. X-Games). They are mesmerized by sports and danger.
• Their Role models: coach, teacher, neighbor, grand parent and are loyal to them.
• They are fascinated with the National Basketball Association
• Work construct – WORK means expand skills = better resume. They love collecting new skills, training, technology, autonomy, upgraded resources.
• They do not ask for loyalty and do not promise loyalty.
• Dedicated to getting the job done.
• Earn their trust and they will trust you.
• Motivators & Rewards: time off; flex time

MILLENNIALS 1990-2010 (Age 6-26)

Events from 1990-2010 shape and will shape their lives, values and world view. Worldwide events impacted their lives like the veteran category. They grew up seeing Branch Dividian, OJ Simpson trial, World Trade Center bombing (1993), World Trade Center destroyed by terrorists on 9-11, the Oklahoma City bombing, hurricane disasters.  As a result, they have the following traits or characteristics:

• They know life is dangerous.
• They love technology – PCs, metal detectors, PDAs, Blackberrys, text messaging, cell phones, Gameboys, I-pods.
• Not dreadfully patient of delays.
• Values – (very much like veterans) = family, friends, technology, mentors
• Grew up with a diverse population.
• Their role models – people with integrity (50% will say parents, police officers, firemen)
• They are used to being shuttled around (grew up with soccer teams, football/baseball leagues, etc.)
• They have the modesty of the veterans.
• They love to work in teams.
• Many never had to work. (no newspaper routes as a kid)
• So involved in sports; they are interested in mentors but have no work experience.
• Motivators & Rewards: service before self; huge volunteer group but have very little time; they connect acts to goals.

UNDERSTANDING AND LEADING THESE
GENERATIONS AND WORKING GROUPS

Dr Kimmel suggested that we need to alter our leadership styles and be flexible to take into account these generation differences, as indicated in the following:

VETERANS

• Give them recognition
• Don’t overwork them
• They need help with technology
• Recognize their contributions
• Involve them in decision-making and strategy planning
• Use their expert wisdom

BOOMERS

• They love perks. Find some ways to recognize their efforts using perks
• Remember: THEIR WORK = THEIR WORTH
• Help them balance their lives even with increased responsibilities
• Those age 22-35 30% of men at home with child under age 25 and at least one senior living with them or in their care.
• Cannot afford to give much of their time.

GEN Xers

• Don’t like meetings, especially long ones.
• Provide freedom and flexibility
• Accept their straight-forwardness
• Don’t like corporate environments
• Reward them based upon performance
• They love urban tribes (campus cultures)

MILLENNIALS

• Respect their technological skills
• Guide and mentor them
• They have no experience – give them experience

OTHER INTERESTING FACTS WE MUST CONSIDER

• Veterans are dying off at 1000 per day. 
• Boomers are approaching retirement, senior care. They will volunteer on their standards at their level. Middle class will work more than volunteer.
• Gen Xers - Recruit them but involve them with their families. Give them flexibility. Find time savers. Post the meetings, use electronic voting if necessary by using voting software, get them in technologies like “Moodle” shareware for online training.
• Millennials – Get the “team” together; use and recruit their technological expertise, assign them to work with others at any age. High Schools are good recruiting grounds because many must be involved in their communities. Look at all your programs to find out how to get them interested and involved even if it part-time or limited. They are not interested in the military (because of Iraq War and War on Terror) but they will wear a uniform. Think about developing a Junior Auxiliarist or “Coastie” program. Remember: they have no role models and get involved in their school systems.

Dr. Kimmel’s presentation was warmly received with many questions answered.  “A very thought provoking presentation, especially with our current focus on recruiting,” said COMO Urgola.

Following the presentation of awards one of the traditionally enjoyable features of the conference took place.  NACO Seibert, in thanking all of the outgoing District Commodores, called each to the front of the assembly, presented each with a gift and relinquished the microphone for their comments.  Some of the comments were very much like an “Academy Award” acceptance speech, the Commodore thanking everyone on their staff by name while others were short and to the point with a mere “Thank you.”

Following some short remarks from NACO Seibert and some final announcements the conference was closed.