Do you ever wonder why younger family members and friends have different ways of thinking and doing things today? Have you experienced what we might call the "generation gap"?

Cam Marston takes a question from an audience member during the July 16 Diversity Speaker Lunch & Learn event for employees at Kellogg. Learn more about Cam Marston and his research at his website, www.CamMarston.com

A lot of researchers today are looking at exactly why different generations behave in certain ways, how each generation develops their core values and what those differences mean. The various generations even have names: - Matures, Baby Boomers, Xers and Millennials. Click here to learn more about these generations.

Many companies, like Kellogg, are using this research to help colleagues understand how different generations can work effectively together in the workplace, yet anyone can benefit from gaining a perspective on why people might act as they do. Recently Cam Marston, a nationally recognized speaker, came to Battle Creek to present his research and suggestions on understanding the different generations.

"We are seeing a fundamental change in the way people approach their work," notes Cam Marston, who has spent the past decade researching the impact of generational differences in the workplace and authored Motivating the "What's In It for Me?" Workforce.

Generation gaps

Marston explains that many of the things that typically motivate older employees to achieve don't necessarily hold true for their younger colleagues. Xers and Millennial grew up in a very different world than the Matures and Boomers, resulting in a different set of values, outlook on life and definition of success.

"Senior generations assume the younger generations will define success the same ways they have, whether it be a title or a position or an office location or a condo at the beach or something like that," Marston explains.

The 'Four Generations' at Kellogg Matures = 3% Baby Boomers = 54% Generation Xers = 35% Millennials = 8% Source: Kellogg Office of Diversity & Inclusion

"My belief," he continues, "is that we are in a time where many of the younger members of the workforce, those Generation Xers and the Millennials, have looked at their older colleagues and decided, for whatever reason, 'I don't know that I want what they have. I'd take it if they gave it to me. I'd take the trappings. I'd take the salary. I'd take the cars or whatever it may be - but I don't know that I want that responsibility in the workplace.' "

According to Marston, to help avoid the generational conflict that can sometimes arise, people can recognize these differences and adjust their attitude or communication approach accordingly.

Whatever your age, he suggests ways people can surmount generational differences and enjoy more satisfying relationships, no matter what age group they fall into by:

▪ Communicating. Share your thoughts and ideas with family members, or others, in a clear way by focusing on how you feel about a situation or issue. Remember that others may feel differently and encourage them to share their perspective. Being open to someone else's point of view is helpful in finding common ground, despite differences of opinion.

▪ Being inclusive. Look for things you have in common with people from other generations. Look for characteristics that you appreciate and share those positive thoughts to form a common bond. Try to avoid the trap of believing the way you do things is the only way - be curious and interested in new approaches and ideas.

Leveraging our differences, generational and otherwise, is what diversity and inclusion at Kellogg is all about, says Sherri Toney, vice president, Employee Engagement, who leads Kellogg's Office of Diversity & Inclusion (ODI).

"We all have different backgrounds, beliefs and experiences and these differences manifest themselves at home and in the workplace," Sherri says. "It's critical that we understand how to engage everyone."

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