Once we understand generational differences, we can create an event that is inclusive and inviting. A key to this understanding is to realize that generational identify is different than age. Generational identity is shaped by our experiences in youth and early adulthood and these experiences impact our values and how we interact in the world.

Traditionalists were generally born between 1922 and 1945 (depending on the year bands that individual demographers use to define this era). Their childhoods and early adulthoods were defined by conflict and strife. They grew up during the Depression, Second World War, and Korean War. They value steady, profitable employment and trust the organization to guarantee their success. They are willing to pay their dues, respect hierarchy, and have a loyal, compliant and diligent work ethic.

Baby Boomers were born between 1946 and 1964. They lack childhood recollection of war and grew up enjoying the benefits of the efforts of the previous generation: cheap and easy travel, relative peace, inexpensive and accessible post secondary education, and mass communication. They define themselves by how busy they are and their role in the workplace. They expect the workplace to be loyal to them and experience extreme feelings of betrayal during times of downsizing.

Generation X comprises the age group of people born approximately between 1964 and 1980. The term Gen X was coined by Jane Deverson when she wrote an article about why British youth didn't behave like their parents at the same age. This group can be characterized as cynical and skeptical. This is due to their coming of age experiences; seeing the Boomer generation downsized, earning an education to find jobs only at minimum wage, and seeing massive scandal uncovered within government, religious organizations, and corporations.

Generation Y can be defined by the term "special." They are the generation of small families and from the beginning were coddled compared to previous generations. Like Gen Xers, they grew up alone as their parents worked. But unlike Gen Xers who grew up isolated; Gen Ys were connected to others through technology such as e-mail, text messaging, and cell phones. This group is the 18-26 year olds in the workplace today.

What are some possible issues that arise from four generations in one association? Consider the following:

 Value of time served is only valuable to some. Unlike Traditionalist and Baby Boomers who perceive a negative image around frequent job change, Gen Xers and Ys have little intention of remaining in a job where they are no longer learning or growing. They see association membership and involvement in the same light. They have no intention of earning their stripes, climbing the ropes, or buttressing up egos to ensure they too one day will be president of the association. Recognition of years of service and telling of old war stories as the highlight of the awards banquet as opposed to recognition of significant results achieved will be met with cynicism and poor attendance by Gen Xers and Ys.

Technology must match the comfort zone of the member. Traditionalists and Boomers are more likely to want physical registration documents and Gen X and Ys are more likely to prefer viewing the meeting information and registering online. On site, Traditionalists and Boomers may want to check their e-mail occasionally and may appreciate an Internet café or hotel room with high-speed access. Gen Xers and certainly Gen Ys would find it valuable if the meeting planner went the step beyond by choosing a venue with wireless Internet connections so that they can text message and e-mail from their handheld devices anywhere in the building.

Meetings must blend specific and general learning value. Traditionalists and Boomers expect to learn at meetings in a general way. Gen Xers and Ys want to see the specific connection between what they are learning in a session and their career success. Gen Xers and Gen Ys also want a more direct involvement in deciding what they will do at a meeting, while Traditionalists and Boomers are more likely to follow the agenda and go where they are told to go. By using online surveys, an association can identify what key learning outcomes Gen X and Gen Y members are looking for at the meeting. By using streams versus a total plenary model, members have a better opportunity to decide the sessions they will attend.

Each generation has unique perspectives on work, loyalty, communication, and leadership. The more we become aware of these perspectives and develop an understanding of them, the more likely we will be to attract, retain, and engage a strong membership.

° Jeanne Martinson (www.martrain.org) is a Canadian speaker and bestselling author on leadership and diversity. She assists her clients in attracting, retaining, and engaging their ideal workforce.