next decade, this 30 million will grow to 100 million. To meet this staggering demand, a major university needs to be created each week" (1996). 
"Our ancestors sailed across a vast ocean, one third of the earth's surface, and to accomplish this great feat they needed the vision to see islands over the horizon, the ability to plan intentional voyages of discovery, the discipline to train physically and mentally, the courage to take risks, and a deep sense of aloha to bind the crew together during the voyage. These are Hawaiian values but they are also universal values. They worked in the past and they will work today" (
instead of seeking radically new opportunities to develop school-as-it-can-be" (Seymour Papert and Gaston Caperton, in 
matter. What matters to me is the determined space and time where determined tasks are accomplished. Social historical and political tasks, not only individual ones. . . . The two main tasks of the school: to get the already known knowledge and to produce the knowledge not yet in existence" (In Seymour Papert's 
and to consider the action of others to give point and direction to his own, is equivalent to breaking down barriers of class, race, and national territory which kept men from perceiving the full import of their activity" (
[Subject: Invitation to Attend Free Webinar: July 18, Friday, from 1-2 PM, Manono 104.]
From: Edward Valdez [mailto:edwardv@hawaii.edu]
Hi Everyone:
I would like to share this particular webinar with you:
Understanding and Leading Multiple Generations in the Workforce
For the first time in history, today’s leaders have to juggle four generations: Builders, Boomers, Gen Xers and Millennials vote differently, work differently, buy differently, and want to be rewarded differently. In this free 1-hour webcast will you apply FranklinCovey leadership principles, processes and tools to better lead each age cohort or generational group. This Webinar will give you an overview on FranklinCovey content plus you will walk away that an understanding of the unique differences of the age groups and learn why and how all four generations respond differently in the workplace.
Objectives of the Seminar:
- Understand the unique differences in age groups.
- Learn simple yet highly effective ways to manage generational differences so that all age groups are satisfied.
- Understand why and how all four generations respond differently in the workplace.
- Apply leadership principles to help different cohorts find their voice, feel appreciated and feel that their contributions matter.
In behalf of my program, I would like to invite you to view this seminar on July 18, Friday, from 1-2 PM Manono 104.
Please call or e-mail me to reserve a seat since I am also inviting the rest of the KCC staff and faculty, and my instructors.
Ed Valdez
Edward V. Valdez
Program Coordinator, Business Education Unit
Continuing Education- Business Management Program
Kapiolani Community College
4303 Diamond Head Road
Honolulu, HI 96816
Telephone: (808) 734-9153
Fax: (808) 7349-147
edwardv@hawaii.edu
Comment: Lori Sakaguchi, who forwarded the announcement above, attended the webinar and took the following notes:
This is my [Lori Sakaguchi's] interpretation of Covey’s seminar, “Leading Across Generations”:
Generations:
Traditional, Baby Boomers, Gen X and Millennials
Strategies that have been used for dealing with friction:
- Ignore them
- Fix them
- Cut a deal
- *Leadership
In the Leadership model, it is important to:
- Understand generational differences
- Resolve points of friction by looking at strengths of each generation
- Engage the whole person (not just work persona)
Traits of different generations. These are very general statements and some of your generational statements, you may not find apply to you. There are also some who are on the “cusps” between generations and may associate with one or the other. I forgot to get the dates, but I’m sure you can find plenty of info online about that.
Traditional
- Follow chain of command
- Faithful
- Save money and avoid credit
- Have confidence in experts
- Private with personal information
- Loyal, disciplined and patient
Boomers
- Shared experience through TV
- Questions authority
- Range of freedoms and opportunities
- Optimism
- Competitive
Gen X (this is actually a pretty small group)
- A focus on the family (because of high rate of divorce)
- More cynical
- Fear, mistrust of the organization (because of downsizing, jobs shipped overseas)
- Technology natives
Millennials
- Volunteer in great numbers
- Need work that is meaningful to them
- Focus on the present
- Confident (can be overly because of no-one-loses policies in school and sports)
- Little experience with failure
- Team oriented and especially online
- Believe in instant gratification (they have not been allowed to be bored)
The key seemed to be to understand the stereotypes and look at the strengths of each group. Here were some questions to ponder:
- What motivates this generation to work?
- How do they see work relationships?
- How do they see work/life balance?
- What do they think about job security?
- What do they think about leaving an organization?
Points of Friction:
- Respect
- Work ethic
- Fun at work
- Loyalty
- Training
- Feedback
- Communication
- Decision-making
- Dress code
- Knowledge transfer
- Policies
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