sponsored by From Boomers to Millennials Intergenerational Issues

sponsored by: From Boomers to Millennials: Intergenerational Issues in the Legal Workplace

Guest Speaker and Moderator: Phyllis Weiss Haserot President and Founder of Practice Development Counsel LMA (co-founder of New York Metro chapter and former board member); ABA LPM Boomer who strongly identifies with Generations Y and X (hence: "the Cross-Generational Voice“)

Sarah Mauldin Law Librarian, Chamberlain, Hrdlicka, White, Williams & Martin AALL – Generation: X Lisa L. Neitzel, CLM Director of Administrative Services, Mc. Kenna Long & Aldridge LLP ALA – Generation: X Judi Flournoy CIO, Loeb & Loeb LLP ILTA – Generation: Boomer

Stacie Mc. Lean Director of Paralegals, O’Melveny & Myers LLP IPMA – Generation: X William (Bill) Ferreira Attorney, Ferreira & Herbert Law Group, LLC ABA LPM – Generation: X

GENERATIONAL INFLUENCES & ATTRIBUTES

Why be concerned about generational differences? How are generations defined? 4 generations in the workplace today: Traditionalists, Boomers, Generation X, Generation Y/Millennials

About TRADITIONALISTS Born 1925 -1942 FORMATIVE INFLUENCES TYPICAL ATTRIBUTES • The Great Depression • Disciplined, self-sacrificing • World War II and Korean War • Respect authority • FDR Era • Follow rules • Wives/mothers at home • Loyal • “The Organization Man” • Patriotic • Conservative fiscally • Risk-averse • Hard-working • Trust the system • Delayed gratification © Phyllis Weiss Haserot, 2009

About BABY BOOMERS Born 1943 -1961 FORMATIVE INFLUENCES TYPICAL ATTRIBUTES • Optimistic • Vietnam War • Idealistic • Man on the moon • “Break the rules” • Widespread college education • Competitive • Woodstock, The Beatles • Health and wellness • The pill • Personal growth • Women’s movement • Ambitious • Civil Rights movement • Live to work • Assassination of JFK and MLK • Time stressed • Dr. Spock • Consensus driven • Huge population cohort • Forever young © Phyllis Weiss Haserot, 2009

About GENERATION X Born 1962 -1978 FORMATIVE INFLUENCES TYPICAL ATTRIBUTES • Skeptical • High percentage of women working • Self-reliant • Computer prevalent in workplace • Pragmatic • Stagfaltion • Techno literate • Two recessions • Demand work/life flexibility • Gulf War • Entrepreneurial • Columbine • Informal • High divorce rates • Autonomous • Distrust authority • AIDS • Leadership by merit • MTV • Want fun at work • “Greed is good” © Phyllis Weiss Haserot, 2009

About GENERATION Y Born 1979 -1998 FORMATIVE INFLUENCES TYPICAL ATTRIBUTES • Dot-com boom and bust • Well educated • 9/11/01 • Ambitious and impatient • Globalization • Crave recognition • Computers since birth • Both idealistic and practical • Smart phones • Expects change • Iraq War; military respected • Expects diversity • Child-focused families • Technology as extension of themselves • Dr. Berry T. Brazelton • Social networkers • Close to parents (some “helicopter”) • “Google generation” • Reality TV • Mostly good economic times • Very structured lives © Phyllis Weiss Haserot, 2009 • Optimistic • Team players • Socially, politically, eco-conscious • Community focused, but individualistic • Demands “meaningful” work

Management and Career Issues

Plateauing How do we keep people engaged and productive when there is so little opportunity to move up? How can we create new tracks (lattices) that are meaningful and satisfying?

Leadership Gap Grooming new leadership: In firms and professional associations, how are you dealing with the potential leadership gap to replace the large number of Boomer leaders with the smaller generation of Gen Xers? Is there less interest in leadership responsibilities from Gen Xers than the Boomers? How are leaders being selected and trained? What innovative ideas can you suggest? What success stories?

Communication Issues, including Technology

Media (Technology) How do you deal with people who want to use electronic media for every purpose whether or not it is most effective to accomplish the purpose? How is “media of choice” dividing the generations, and how can that be bridged?

Communication Styles How can we bridge the communication style gap for better rapport with colleagues internally and with clients of different generations?

Intergenerational Issues and Our Professional Associations

Attracting and serving professional association members of different generations and capitalizing on a multigenerational membership base.

How is each organization appealing to each generation to keep a vibrant and engaged membership? How is new, younger leadership being prepared?

RESOURCES ü www. pdcounsel. com - Chock full of articles, checklists and more on inter-generational issues in the workplace and organizational effectiveness. ü www. nextgeneration-nextdestination. com - Blog on partner transitioning, succession planning, and intergenerational challenges and solutions. ü Phyllis Weiss Haserot’s Inter-Generational Relations monthly e-Tip. Complimentary subscription available. Contact pwhaserot@pdcounsel. com

RESOURCES (cont. ) AALL Resources Leadership Academy: http: //www. aallnet. org/prodev/event_leadershipacademy. asp Management Institute: http: //www. aallnet. org/prodev/event_institute 2009. asp Gen X / Gen Y Caucus: http: //www. aallnet. org/caucus/genxy/ Members’ Briefing: Generations in Law Librarianship: http: //www. aallnet. org/products/pub_sp 0412_MB. pdf

RESOURCES (cont. ) ABA Resources Closing the Generation Gap: Managing the Multigenerational Firm: www. lawpractice. org/magazine/articles/v 32/is 4/an 1. shtml Attention Gen Ys: Understand Generational Issues in the Workplace: www. lawpracticetoday. com/articles/yl 05081. shtml Should Auld Lawyers Be Forgot, and Never Brought to Mind? : www. lawpracticetoday. com/articles/mgt 12061. shtml

Questions?