Growing up, I heard references to the generation gap. In my youthful innocence, I interpreted it to mean that some kids wanted to wear their hair long, protest the Vietnam war, or enjoy rock music that was played far too loud for their parents' taste. When I entered adulthood, the differences were still not real to me. But as I enter my mid-life and my twelfth year as a practicing pathologist, I am realizing, much to my chagrin, that I am part of a generation that younger generations distrust!

And I still don't understand what it means!

I was born in 1962 which places me at the tail end of the Baby Boomers (See right hand chart). One might think that I share traits with the Gen Xers. Yet, my values and world views are solidly rooted in the Baby Boomers. A recent issue of Unique Opportunities, surveys some of the main generational differences; I have included the portions describing the differences. The entire article makes for lively reading and is available as a PDF document. After reviewing it, I came away with a much clearer understanding why my workaholic lifestyle may not jive with several of my colleagues or personnel in my laboratory.

The New Generation of Leaders
by Teresa G. Odle

Matures Born before 1945, turning 61 or older this year

Often called Traditionalists, the Matures actually are a combination of two generations, the Veterans (1901 to 1924) and the Silent Generation (1925 to 1942). They make up about 30 million Americans and only about 5 percent of the overall workforce. Yet 19 percent of active physicians in 2003 were age 65 or older.

The oldest of the Matures remember the Great Depression. Many also fought in World War II or were children during the war. Matures are known for company loyalty, patience, conformity, productivity and a “we first” attitude. They value national pride and sacrifice, and they point to military and historical figures as their heroes.

At the office, people in the oldest generation believe that hard work and “climbing the ladder” made them successful. They believe that authority equates with tenure.

Picture John Glenn, Charlton Heston, or the senior family practice partner who begins many sentences with, “We founded this practice based on...”

Boomers Born from 1946 to 1964, turning 42 to 60 this year

The Boomers still represent the largest number of Americans at 77 million strong. They’re slowly losing their hold on the workforce and management in particular, representing about 45 percent of all jobs today. They make up from 50 to 60 percent of the physician workforce.*

Formative events for this large group include the Civil Rights movement, several historical figures’ assassinations, Woodstock, and the Vietnam War. They’re competitive people into personal development and teamwork.

Heard of a workaholic? The term was coined to describe the Boomers. This is a group dedicated to strong work ethic often measured by number of hours put in. They wear their success on their sleeves and frame it on their walls. Some are becoming disenchanted, seeing that their work ethic hasn’t paid off and they’ve missed out on critical parts of their lives while giving 110 percent to the company. They may approach the second halves of their lives with a different focus.

Picture Bill Gates, Oprah Winfrey, and the overachieving head surgeon who likes to take everyone under her wing. In fact, she’ll take on everything...

Gen Xers Born from 1965 to 1978, turning 28 to 41 this year

When Gen Xers entered the scene, they got labeled with unflattering characteristics such as unmotivated, lethargic, irreverent—the slackers. Yet these 45 million Americans now make up about 40 percent of our workforce and are moving into leadership positions. They probably represent 30 to 40 percent of the physician workforce and their numbers are growing.

These are the Boomers’ children, which may explain their natural suspicion of Boomers’ values. Most Gen Xers were raised as their parents’ “friends,” giving them a new take on workplace authority. They’re skeptical, pessimistic, even cynical. Gen Xers don’t have those common heroes of previous generations and they have trouble recognizing authority, at least without a lot of proof. Once they have it, they’ll be loyal to people, but not necessarily to the company.

But you still can count on the Gen Xer—a self-reliant worker who carries a “carpe diem” attitude. Since people in this group remain pessimistic about the future—after all, consider some of their formative events were Watergate and the space shuttle Challenger explosion—they tend to focus on the short term.

Primarily, Gen Xers value time above all else and they freely buck the Boomer work ethics, causing some conflict, but scoring a few workplace converts.

Picture Michael Dell, Julia Roberts, Tiger Woods, or the male junior attending who took family medical leave when his baby was born.

Millennials Born from 1979 to 1988, turning 17 to 26 this year

This group often is called Generation Y, as the sort of “spin-off” to Gen X. This population group is gaining on the Boomers, at a total of 75 million Americans. Though they only make up about 10 percent of the workforce—and even less of the physician workforce—they’re up and coming.

Millennials often are called the “coddled” generation, also raised as their parents’ friends, but formed by events such as the Oklahoma City bombing, Sept. 11, and the Internet/technology boom. Born in a world of laptops, cell phones, and remote controls, they have trouble focusing on anything nonstimulating.

Though they spun off from Gen Xers, they differ in many ways. Millennials tend to be more optimistic and they actually think Matures are pretty cool, often searching for an older mentor to help them achieve their goals. They want open, constant communication and positive reinforcement. Although they are individualistic, Millennials also are group oriented. They’re ambitious and bright, but may come across as aimless, especially if they postpone career and other major decisions.

Picture Prince William, Barbara and Jenna Bush, Venus and Serena Williams, the new resident in the program.

------------------------------