Generated by Rank Math SEO, this is an llms.txt file designed to help LLMs better understand and index this website. # Bridgeworks ## Sitemaps - [XML Sitemap](https://generations.com/sitemap_index.xml): Includes all crawlable and indexable pages. ## Posts - [Generational Theory: Do You Buy It?](https://generations.com/blog/generational-theory-do-you-buy-it/): Generational Theory: Do You Buy It? The honest answer is that generational theory is valid within limits, and the limits matter as much as the framework. It is sociology, not psychology. It does not claim that four or five personality types account for everyone, and it cannot predict how any individual will behave. What it does is study what happens when large groups of people share formative experiences during the years their worldview is forming. Used that way, it is genuinely useful. Used as a way to sort colleagues into boxes, it is worse than nothing. - [Six Generational Terms to Make You Sound Cool at Happy Hour](https://generations.com/blog/six-generational-terms-to-make-you-sound-cool-at-happy-hour/): Six generational terms worth knowing right now: Cusper, Xennial, Peak 65, the sandwich generation, unretirement, and job hugging. Each names something genuinely happening in workforces this year, and each is more useful than the generational shorthand that gets thrown around casually. Knowing them will not just improve your small talk. It will give you language for a few dynamics you have almost certainly noticed at work without having a word for. - [Smashing Generational Stereotypes](https://generations.com/blog/smashing-generational-stereotypes/): Smashing Generational Stereotypes: Generational stereotypes are unusual among workplace biases in how openly they still get voiced. Assumptions that older employees cannot adapt or that younger employees are not serious get said out loud in rooms where equivalent assumptions about other groups would not survive the sentence. The research is clear that these beliefs do measurable damage, and clearer still that they run in both directions. The point of studying generations is to dismantle these assumptions by explaining where behavior actually comes from, not to supply better vocabulary for the same old judgments. - [On the Cusp: Understanding Those Caught Between Two Generations](https://generations.com/blog/on-the-cusp-understanding-those-caught-between-two-generations/): On the Cusp: Understanding Those Caught Between Two Generations: People born near the boundary between two generations are called Cuspers, and the common assumption that generational frameworks simply do not apply to them has it backwards. Cuspers are not missing a generational identity, they are carrying two. That dual perspective makes them unusually effective translators when generational tension surfaces, because they can state both positions credibly and neither side feels represented by an outsider. - [Beyond Quiet Quitting: What Gen Z Disengagement Looks Like Now](https://generations.com/blog/beyond-quiet-quitting-what-gen-z-disengagement-looks-like-now/): Beyond Quiet Quitting: What Gen Z Disengagement Looks Like Now: Quiet quitting was a 2022 story, and the conditions that produced it no longer exist. When the job market was hot, disengaged employees set boundaries and kept their options open. Now that hiring has slowed, they stay put and disengage internally instead. Researchers have started calling this quiet cracking, and it is harder to spot precisely because performance holds steady while motivation erodes underneath. If you are still watching for the signs of quiet quitting, you are looking for a pattern that has already been replaced by a quieter one. - [Early Millennials and Recessionists: Meet the Two Millennial Subgroups](https://generations.com/blog/early-millennials-recessionists-meet-the-two-millennial-subgroups/): Early Millennials and Recessionists: Meet The Two Millennial Subgroups: Millennials are routinely discussed as one group, and our research points to two distinct subgroups within the cohort. Early Millennials, born roughly 1981 to 1987, came of age alongside technology as it emerged and entered the workforce before the financial crisis. Recessionists, born roughly 1988 to 1996, came of age with technology already integrated and entered adulthood during or immediately after the Great Recession. The split explains why Millennials can appear to contradict themselves at work, and why a single engagement strategy aimed at the whole generation so often misses. - [Millennial Communication at Work: What the Stereotypes Get Wrong](https://generations.com/blog/millennial-communication-at-work-what-the-stereotypes-get-wrong/): Millennial Communication at Work: What the Stereotypes Get Wrong: The stereotype says Millennials avoid real conversation in favor of screens. The evidence says their preferences are driven by context rather than by aversion. Messaging tools handle routine coordination, email carries formal and client-facing exchanges, and face-to-face remains the preferred channel for anything consequential: performance discussions, compensation, raising a serious concern, or resigning. Notably, one survey found older Millennials were the group least confident using the phone at work, less so than Gen Z, which suggests the generational assumptions here are pointed at the wrong people. - [Motivating a Multigenerational Workplace: A Leader’s Cheat Sheet](https://generations.com/blog/motivating-a-multigenerational-workplace-a-leaders-cheat-sheet/): Motivating a Multigenerational Workplace: The short version: Baby Boomers are largely motivated by recognition and visible contribution, Gen X by autonomy and control over their own time, Millennials by connection to people and purpose, and Gen Z by clarity, stability, and alignment between what an organization says and what it does. None of these are rules about individuals. They are starting points, and the most useful thing a leader can do is ask each person which one describes them rather than assuming the generational default applies. - [Moving Past Millennial Fatigue as a Leader](https://generations.com/blog/3-tips-for-curing-your-millennial-fatigue/): Moving Past Millennial Fatigue as a Leader: Millennial fatigue is exhaustion with the conversation about Millennials, and it runs in both directions. Leaders who manage Millennials are tired of advice built on stereotypes that stopped being accurate years ago. Millennial leaders are tired of managing while carrying a narrative about their own generation. Both versions have the same root: a set of assumptions formed when this generation was in its twenties, still being applied to people who are now between 30 and 45 and hold the largest share of management roles in the country. - [Next Gen Speak: 10 Terms to Decode Your Next Conversation with Gen Z](https://generations.com/blog/next-gen-speak-10-terms-to-decode-your-next-convo-with-gen-edge/): Next Gen Speak: 10 Terms to Decode Your Next Conversation with Gen Z: The ten Gen Z terms most likely to turn up in your Slack channels right now are ate, mid, cooked, cap, glazing, standing on business, crash out, delulu, aura, and lore. You do not need to use any of them. You do need to recognize them, because the meaning underneath usually matters more than the word itself. When a colleague says a project is mid, that is feedback. When someone mentions the lore behind a situation, they are telling you there is context you are missing. - [NextGen: The Key to Revamping Onboarding](https://generations.com/blog/nextgen-the-key-to-revamping-onboarding/): NextGen: The Key to Revamping Onboarding: Roughly a third of new hires leave within their first 90 days, and the leading reason is not compensation. It is a mismatch between what the job was described as and what it turned out to be, followed closely by failing to connect with the team. Both are onboarding problems, and both get worse when a new hire and their manager are operating from different generational assumptions about feedback, communication, and what support is supposed to look like. Building generational awareness into onboarding addresses the exact failure points where early turnover actually occurs. - [What Family Dynamics Can Teach You About Managing Millennials](https://generations.com/blog/what-family-dynamics-can-teach-you-about-managing-millennials/): What Family Dynamics Can Teach You About Managing Millennials: Managing Millennials tends to feel less like a technical problem and more like a relational one, which is why a family analogy is useful. Boomers managing Millennials often falls into a parent-like dynamic built on mentorship. Gen X managing Millennials behaves more like siblings, balancing skepticism against optimism. Millennials managing Millennials is peer-like, easy at first and complicated around authority. And Gen Z managing Millennials, which is now happening, inverts the whole thing. The analogy is a lens for noticing patterns, not a system for labeling people. - [Embracing Generational Diversity in the Workplace](https://generations.com/blog/embracing-generational-diversity-in-the-workplace/): Embracing Generational Diversity in the Workplace: Generational diversity means the intentional inclusion of every age cohort in your workforce, and it is the dimension of inclusion most often left off the agenda. Four generations are present in meaningful numbers today: Baby Boomers born 1946 to 1964, Generation X born 1965 to 1980, Millennials born 1981 to 1996, and Generation Z born 1997 to 2012. The organizations that get this right treat age as a source of complementary strength rather than a problem to be managed, and they build learning that moves in both directions rather than only downward. - [Meaning: What Actually Keeps Millennials Fired Up](https://generations.com/blog/meaning-what-actually-keeps-millennials-fired-up/): What Actually Keeps Millennials Fired Up: Millennials stay where their work has meaning, and meaning is more concrete than it sounds. It means understanding how a task connects to something larger, being handed problems worth solving, and receiving specific acknowledgment when the work lands. This has not changed as the generation has aged, but the context has: Millennials are now between 30 and 45, they are the largest cohort in the US labor force, and most of them are managing other people. The question is no longer how to motivate young Millennial employees. It is how to keep Millennial leaders from burning out. - [Introducing Gen Z: Who They Are and What They Expect at Work](https://generations.com/blog/introducing-gen-z/): Three patterns define how Gen Z shows up at work, and each is routinely misread as its opposite. The questions they ask before starting get read as insecurity, when they are a strategy for accuracy. Their preference for stability gets read as timidity, when it is a rational response to the conditions they entered. And their reordered ambition gets read as disengagement, when the ambition is fully intact. Reading those three correctly is most of what managing Gen Z requires. - [Training Tips for Multi-Generational Engagement](https://generations.com/blog/training-tips-for-multi-generational-engagement/): Training Tips for Multi-Generational Engagement: Getting a four-generation room to stay with you comes down to three things: establish credibility in the opening minutes, choose in-person delivery when the material actually matters, and make the relevance explicit rather than assuming people will find it. The common failure is not that attention spans have collapsed. It is that most corporate training asks a Boomer, an Xer, a Millennial, and a Gen Zer to care about the same thing for the same reason, and gives none of them a reason that fits. - [Building Trust with Baby Boomers and Generation X](https://generations.com/blog/building-trust-with-baby-boomers-and-generation-x/): Building Trust with Baby Boomers and Generation X: Baby Boomers and Gen Xers both want leaders they can trust, but they read trust through different signals. Boomers tend to extend trust to leaders who demonstrate credibility, offer a clear plan, and take a genuine personal interest in them. Gen Xers tend to extend trust to leaders who are honest about what they do not yet know, respect their time, and then step back once expectations are set. If you lead both, the move is not to choose between those styles. It is to name the plan clearly enough for your Boomers and admit the uncertainty honestly enough for your Xers, in the same conversation. - [The Top 5 Generational ClashPoints in the Workforce](https://generations.com/blog/the-top-5-generational-clashpoints-in-the-workforce/): Top 5 Generational ClashPoints in the Workforce: The five friction points we see most often across client organizations are communication, work ethic, empowerment, motivation, and burnout. We call them ClashPoints, and the pattern underneath them is consistent: each generation holds a defensible position shaped by what it lived through, and the conflict comes from the assumption that everyone else is working from the same reference points. The fix is almost never deciding who is right. It is surfacing the reasoning on both sides, because most of these tensions dissolve the moment people understand why the other position exists. - [Building Trust with Millennials and Gen Z](https://generations.com/blog/building-trust-with-millennials-and-gen-z/): To build trust with Millennials and Gen Z, leaders must go beyond traditional credibility, focusing on purpose, authentic communication, and well-being. - [“I’m Not-An-Xer” Xers](https://generations.com/blog/im-not-an-xer-xers/): This article draws compelling parallels between Generation X and Millennials, highlighting how both faced harsh stereotypes upon entering the workforce. Gen Xers in the 1980s–90s were labeled slackers, cynical, and disloyal, prompting many to reject the “Gen X” label. These judgments masked deeper truths: shaped by economic upheaval, corporate layoffs, and “latchkey” independence, Xers developed pragmatic skepticism, a drive for efficiency, and a strong commitment to work-life balance, prioritizing quality hours and family over endless overtime. - [Gen X on the Edge: Surviving Childhood](https://generations.com/blog/gen-x-on-the-edge-surviving-childhood/): This article is authored by a Gen Xer who fondly recalls childhood but admits the "good old days" for Baby Boomers and Gen X were surprisingly dangerous compared to today's safety-focused world for Millennials and Gen Z. - [Knowledge Transfer: Empowering Baby Boomers](https://generations.com/blog/knowledge-transfer-empowering-baby-boomers/): With a "silver tsunami" of Baby Boomer retirements looming—even as nearly 20% of those 65+ continue working, often due to financial need—organizations face significant risks to leadership and institutional knowledge. - [Knowledge Transfer: Mentoring Millennials](https://generations.com/blog/knowledge-transfer-mentoring-millennials/): The "Peak 65" surge has 11,400 Baby Boomers turning 65 daily in 2025 (4.2 million annually through 2027), driving labor shortages in key sectors and risking major knowledge loss. Younger workers can't fully replace them due to demographic and skill gaps, requiring urgent Millennial-focused succession planning.  - [Passed Down From Gen Xperience](https://generations.com/blog/passed-down-from-gen-xperience/): In this article, a Gen X parent examines how their generation's parenting has shaped Gen Z children through four lenses: what was said, unsaid, done, and not done. - [Show Me the Value: Recruiting Next Gen Financial Advisors](https://generations.com/blog/show-me-the-value-recruiting-next-gen-financial-advisors/): The financial services industry faces a projected advisor shortage of 90,000–110,000 by 2034 as Baby Boomers retire, compounded by younger generations' reluctance toward finance careers. To reverse this, firms must align recruitment with Millennial and Gen Z values: purpose (89–92% value), collaboration, and innovation, per Deloitte's 2025 survey. This involves three strategies: emphasizing meaningful impact (client life goals over earnings), highlighting teamwork and partnerships (including reverse mentoring), and showcasing opportunities for creative problem-solving via fintech. By authentically integrating purpose, collaboration, and innovation, firms can reposition financial advising as a fulfilling, forward-thinking profession essential for attracting future talent. - [Ten Quick Tips to Level-Up Your Generational Training](https://generations.com/blog/ten-quick-tips-to-level-up-your-generational-training/): This article covers practical, proven strategies to transform standard generational workshops into dynamic, memorable experiences. From understanding your audience and setting clear objectives to incorporating creative icebreakers, interactive games, nostalgia, and skillful group management, these ten actionable tips help trainers keep participants of every generation engaged, inspired, and actively learning from start to finish. - [Trades, Tech, and Talent ](https://generations.com/blog/trades-tech-and-talent/): Skilled trades and manufacturing face a severe labor shortage, exacerbated by Baby Boomer retirements (2.1 million projected unfilled U.S. manufacturing jobs by 2030; 439,000 more construction workers needed in 2025). Only two young workers replace every five retiring Boomers due to negative stereotypes and overemphasis on college. - [Tuning Your Web Strategy to All Generations](https://generations.com/blog/tuning-your-web-strategy-to-all-generations/): Your website is often the first place different generations experience your brand—and those experiences aren’t interpreted the same way. From Baby Boomers to Gen Z, each generation brings distinct expectations to digital spaces. This article explores how generational values shape online behavior and how leaders can design web strategies that connect across age groups rather than unintentionally excluding them. - [What’s Next For Boomers? A Little R&R… & Also R](https://generations.com/blog/whats-next-for-boomers-a-little-r-r-also-r/): Baby Boomers are redefining later life, rejecting traditional retirement for a purposeful "encore stage." With nearly a quarter still working in 2025, many delay retirement for financial and engagement reasons. They pursue three main paths: giving back via nonprofit work/volunteering, entrepreneurship (more likely than Millennials to start businesses), and boomerang returns to former employers flexibly (contributing to rising "unretirement" rates). Boomers are enthusiastically shaping a new chapter blending income, impact, and independence. ## Pages - [](https://generations.com/our-solutions/gen-z-conference-speaker/): Conference audiences are harder to win than most. They have sat through a full day of sessions. They have checked their email between talks. They are deciding in the first two minutes whether this speaker is worth their attention. A Gen Z conference speaker from BridgeWorks is built for exactly that room: high expectations, mixed generations, and a topic that matters too much to waste on surface-level commentary. - [](https://generations.com/our-solutions/gen-z-keynote-speaker/): Three things make the biggest difference. First, share real data such as engagement scores, exit interview themes, and early-career turnover, so the Gen Z expert keynote speaker can ground the session in your reality rather than general statistics. Second, brief your leaders that the session is not a complaint forum about younger workers, because setting that expectation changes the energy in the room. Third, decide in advance what happens next, whether that is manager training, a mentoring pilot, or an onboarding review. Booking is straightforward once availability is confirmed, and we handle the conference speaker logistics with your event team. - [](https://generations.com/our-solutions/book-gen-z-speaker/): Enough for us to scope accurately: event date and location, format (in person, virtual, or hybrid), audience size and makeup, session length, the corporate event or program the session sits inside, your goals, and any budget parameters. Sharing what has already been tried helps too. The booking process starts with a conversation rather than a form. Our Chief Experience Officer will ask the questions that matter and help clarify goals before anything is quoted. Nothing needs to be finalized before you reach out to book a Gen Z workplace speaker; we shape the scope together. - [](https://generations.com/our-solutions/generational-consulting/): A keynote opens the door. A training session builds the skill. However, if the differences between generations are ingrained in your organisation's recruitment, promotion, communication and retention practices, you need more than one event. Generational consulting gives organizations ongoing, expert-guided strategy for the workforce challenges a one-time session can't solve alone. - [Training programs developed by SBP for generational differences at the workplace](https://generations.com/our-solutions/generational-differences-training/): Awareness fades; practiced behavior does not. Our generational differences training moves through three stages: understanding the why behind generational behavior, recognizing the strengths each generation brings, and then practicing specific actions in the moments that matter, including feedback, onboarding, meetings, conflict, and knowledge transfer. Participants work real scenarios rather than hypotheticals, build shared language they will actually use, and leave with a small set of commitments. Organizations that reinforce with Learner Action Guides, follow-up sessions, and manager accountability see the change hold. Our definition of success is behavioral, not informational. - [](https://generations.com/our-solutions/cross-generational-marketing/): Your workforce isn't the only place generational differences show up. Your customer base is shaped by them too, and most marketing strategies still don't account for it. Cross-generational marketing exists because a message calibrated for one generation of buyers routinely falls flat, or worse, actively alienates another. - [](https://generations.com/our-solutions/cross-generational-learning/): Most organizations think about generational knowledge transfer in one direction: senior employees teaching everyone else. That's half the picture, and treating it as the whole picture is why so many mentoring programs stall out. Cross-generational learning works because it moves in both directions at once. - [](https://generations.com/our-solutions/cross-generational-communication/): Most cross-generational communication advice stops at "be aware of differences." That's a start, not a strategy. The organizations that actually see communication improve go further: they install specific, repeatable habits that work regardless of who's in the room. - [](https://generations.com/our-solutions/cross-generational-management/): Most management advice assumes a single, uniform employee. The premise of cross-generational management is a more honest one: on any team, there may be someone who grew up with rotary phones and another who has never known a world without a smartphone, and maybe as many as five generations. - [](https://generations.com/our-solutions/gen-z-management-workshop/): Not every organization is putting out a fire with Gen Z employees. Plenty are simply preparing for what's coming. Gen Z now makes up a rapidly growing share of the workforce, and many managers are about to lead this generation for the first time. This workshop is built for that moment: proactive preparation, not damage control. - [](https://generations.com/our-solutions/managing-gen-z-workshop/): The format is built around practice. Managers work real scenarios drawn from their own environment: a new hire who will not speak up in meetings, a request for schedule flexibility that conflicts with coverage, feedback that was received as criticism. Activities include structured peer discussion, scenario analysis in small groups, live rehearsal of difficult conversations, and reflection exercises that surface a manager’s own generational assumptions. We avoid abstract activities. In a managing Gen Z employee workshop the exercises are the job itself, slowed down enough to practice. - [](https://generations.com/our-solutions/leading-multigenerational-teams-workshop/): Managing a team that spans four generations means managing four different sets of assumptions about what good leadership looks like, often at the same time, in the same meeting. This workshop is built specifically for the people carrying that responsibility: frontline managers, team leads, and senior leaders. - [](https://generations.com/our-solutions/generational-sales-workshop/): Our generational sales workshop applies the same research behind our workplace training to the buying side of the relationship: how different generations evaluate credibility and expertise, what builds confidence in a brand or a salesperson, and what actually motivates a "yes" instead of a "let me think about it." Baby Boomer and Gen X buyers often want relationships and track records established before they commit; Millennial and Gen Z buyers frequently want transparency, peer validation, and a fast, low-friction path to decision. - [](https://generations.com/our-solutions/generational-intelligence/): Every keynote, every training session, every workshop, and every consulting engagement we deliver rests on the same foundation: generational intelligence. It's worth defining clearly, because it's the single idea that makes everything else in our work possible. - [](https://generations.com/our-solutions/multigenerational-collaboration-workshop/): Most collaboration problems on a multigenerational team don't come from a lack of goodwill. They come from four generations quietly using different rulebooks for the same conversation. A multigenerational collaboration workshop gives teammates a shared one. - [](https://generations.com/our-solutions/generational-customer-service-workshop/): Our research into generational behavior extends beyond the workplace and into the marketplace: how different generations evaluate trust, credibility, and service quality, and what actually earns their loyalty. A generational customer service workshop takes that research and turns it into a practical skill set for the people fielding calls, chats, and complaints every day. - [](https://generations.com/our-solutions/business-etiquette-gen-z/): Business etiquette training for Gen Z employees is designed to close that gap directly and respectfully, without the "kids these days" framing that shows up in a lot of generational commentary. Sessions cover practical, immediately usable territory: professional communication across channels, meeting etiquette, giving and receiving feedback, and reading the unwritten expectations of a specific workplace culture. - [](https://generations.com/our-solutions/managing-gen-z-training/): Gen Z has overtaken Baby Boomers as a share of the workforce, and many managers are leading this generation for the first time without a clear playbook. Managing Gen Z training exists to close that gap with practical strategy, not stereotypes. - [](https://generations.com/our-solutions/training-millennials-workplace/): Five come up repeatedly: feedback frequency, where annual reviews meet an expectation of ongoing input; definitions of work ethic, where hours-based dedication meets results-based flexibility; communication channel norms; pace of advancement; and how authority is earned versus assigned. Training millennials in the workplace should address all five as two-way dynamics, because Boomer and Gen X managers have legitimate reasoning behind their expectations too. The focus areas and skills development we build around these tensions give both sides specific language and behaviors, not just awareness. - [](https://generations.com/our-solutions/training-generations-workplace/): If your organization is still running one generic training program for every employee, it's worth asking whether that program actually lands the same way for a 24-year-old and a 58-year-old sitting in the same room. It usually doesn't, and that's exactly why training different generations in the workplace calls for a different approach. - [](https://generations.com/our-solutions/generational-diversity-training/): Most workplaces today include Baby Boomers, Gen X, Millennials, and Gen Z working side by side, each shaped by different historical moments, technology, and cultural expectations. Generational diversity training’s goal is to help teams leverage those differences into a real advantage, rather than daily friction. - [](https://generations.com/our-solutions/multigenerational-workforce-training/): Today's multigenerational workforce brings together Baby Boomers, Generation X, Millennials, and Generation Z, each with different experiences, expectations, communication styles, and attitudes about work. That diversity can be a major organizational strength, but it can also create misunderstandings and friction. Multigenerational workforce training helps employees replace assumptions with understanding. - [](https://generations.com/our-solutions/generations-workplace-speaker/):  Most work tension is not caused by bad intentions. assuming their own expectations are universal. A generation in the workplace speaker exists to name that pattern and give your team a way through it. - [](https://generations.com/our-solutions/generational-speaker/): Generationally diverse teams have real, measurable potential: institutional knowledge alongside fresh perspective, pragmatism alongside innovation. The right generational speaker is what turns that potential into performance instead of friction. - [](https://generations.com/our-solutions/multi-generational-hr-training/): When it comes to the challenges of any generation, whether it's crafting messages that resonate with all ages or creating onboarding materials that are engaging to every generation, or dealing with miscommunication when four generations read the same policy differently, HR teams are at the heart of it all. The multi-generational HR training is designed for that position. - [](https://generations.com/our-solutions/generational-keynote-speaker/): A generational keynote speaker does more than describe four different generations. They give a room full of people a shared language for understanding each other. - [](https://generations.com/our-solutions/millennial-speaker/): We help organizations improve how they recruit, manage, and engage millennial employees across every level. When you hire a millennial speaker from BridgeWorks, your audience walks away with practical strategies to reduce workplace friction, strengthen team collaboration, and get the most out of a multigenerational workforce. - [Testimonials](https://generations.com/testimonials/): Speaker experience testimonials - [Media](https://generations.com/media/): BridgeWorks Media & Press Center - [Our Insights](https://generations.com/our-insights/): Home » - [Blog](https://generations.com/blog/): Home » - [Contact Us](https://generations.com/connect/): Ready to bridge generational gaps in your organization?  - [Our Work](https://generations.com/our-work/): Our Work - [Our People](https://generations.com/our-people/): Generational Leadership Coach - [Consulting](https://generations.com/our-solutions/consulting/): Our consulting helps organizations apply generational intelligence to workforce strategy, organizational culture, leadership development, and market growth. We focus on the systems, strategies, and decisions that shape how work gets done and how value is created. - [Training & Workshops](https://generations.com/our-solutions/training-workshops/): Training & Workshops - [Speaking & Keynotes](https://generations.com/our-solutions/speaking-keynotes/): Speaking & Keynotes - [Our Solutions](https://generations.com/our-solutions/): Our Solutions - [Generations Home](https://generations.com/): We deliver actionable insights and resources that help organizations lead, engage, and retain today’s multigenerational workforce. ## Insights - [The Sega vs. Nintendo Saga: An Xer Waxes Nostalgia on the Good ol’ Days of Video Games](https://generations.com/insights/the-sega-vs-nintendo-saga-an-xer-waxes-nostalgia-on-the-good-ol-days-of-video-games/): Born towards the end of the Vietnam War, Xers felt Cold War tensions during the '80s and can remember skirmishes in the Middle East with Desert Storm. President Reagan introduced his Strategic Defense Initiative proposal, which the media dubbed "Star Wars.” And yes, it was all strangely similar to a video game, but I have to admit to being more into Space Invaders at the time. The conflict in the Persian Gulf was famous for media coverage that was strikingly similar to watching a video game. As actual war started to resemble video games, the business of video games was in the midst of a major war itself, like the cola wars and burger wars in the '80s. The mighty giant Nintendo was being pushed to its limit by upstart Sega, and it's a pop culture clash that we Xers will never forget. - [So Blog, Much Read, Many Meme](https://generations.com/insights/so-blog-much-read-many-meme/): With many thanks to Wi-Fi, and no disrespect to the dial-up modem, viral content has become a normal part of our lives and the source of entertainment for many internet-wanderers. But this ain’t your mother’s internet anymore. One creation in particular, the meme, has transformed the web as we know it. And its creators? None other than those (in)famous Millennials. - [Hipsters, Martyrs, and More: The Millennials You’ll Meet at Work](https://generations.com/insights/hipsters-martyrs-and-more-the-millennials-youll-meet-at-work/): You may or may not know this, but BridgeWorks is in the business of sociology. We examine broad patterns and trends that differentiate generational segments in the workplace (and marketplace). Since we’re studying generations all-day e’ry day, it might not be surprising that sometimes we find patterns within patterns… a Russian doll of sociology, if you will. - [Traditionalist 101](https://generations.com/insights/traditionalist-101/): Traditionalists, born 1900–1945, currently make up less than 2% of the US workforce (which Pew admits may be a bit of an overestimate) and 9.8% of the population. Though their numbers may be small, they've left a lasting legacy on how we approach work. Traditionalists founded many organizations that are still thriving, and their communication and leadership style have left an enduring mark on our modern world, still shaping how we work today. - [2014: A Generational Review](https://generations.com/insights/2014-a-generational-review/): Overall, 2014 marked a tremendous year. There were serious highs and lows, and we at BridgeWorks kept our fingers on the pulse. Hopefully, the moments shared in this blog strike a generational chord with everyone. Now let’s go make 2015 the best one yet with some Traditionalist neighborly-ness, Boomer optimism, Gen Xer entrepreneurialism, Millennial hyper-speed, and Gen Edger self-reliance. Onward, ho! - [A Gen Xers Take on the Shared Economy](https://generations.com/insights/a-gen-xers-take-on-the-shared-economy/): Some friends and I decided to go on a weekend trip to Chicago. When we started our hotel search, we quickly realized that all the hotels in the neighborhood we wanted to stay at were prohibitively expensive. Which is about the point that a friend of mine suggested we check out a website called Airbnb.com. The concept is simple: people can rent out their unused space (apartment, condo, house, or even just a room) to people who are visiting XYZ city and are on a budget. The person listing the space makes some extra cash and the one renting saves money, as the prices are usually significantly cheaper than a hotel. - [Afterlife + Americanos: The Emergence of Death Cafés](https://generations.com/insights/afterlife-americanos-the-emergence-of-death-cafes/): The problem with controversial topics is, yes, duh, they’re controversial, but they’re also important to talk about with someone, maybe anyone. Death in particular is given a wide birth: it can be sad, emotional, and downright terrifying. A British survey by the charity Dying Matters reveals that more than 70% of the population is uncomfortable talking about death, and less than a third have spoken to family members about end-of-life wishes. One attempt at bringing the topic above ground is the relatively new concept of the Death Café. (See? Overcoming taboo topics already with a death joke/pun!) - [Apple Watch: Cool Watch, Lousy Marketing Campaign](https://generations.com/insights/apple-watch-cool-watch-lousy-marketing-campaign/): The Apple Watch launch is old news by now. I've seen the watches popping up on people's wrists here and there, and actually, four BridgeWorksians are sporting them, regularly sending animated emojis or their heartbeats to one another (which, for the record, I think is really weird). - [Bestie Row: A Millennial-Friendly Housing Experiment](https://generations.com/insights/bestie-row-a-millennial-friendly-housing-experiment/): I’ve always been a big fan of besties. Mostly because I’m particularly fond of my personal besties (shoutout besties!), but a new housing compound outside of Austin, Texas is taking the Millennial bestie trend to new heights. - [Boomster: The Baby Boomer Hipster](https://generations.com/insights/boomster-the-baby-boomer-hipster/): Baby Boomers (those born between 1946–1964) have re-defined every life stage they have touched. From youth culture to corporate culture to retirement culture, Baby Boomers have changed our expectations and shattered preconceived notions about what it means to get older. - [Bridging the Trades Gap](https://generations.com/insights/bridging-the-trades-gap/): It’s no surprise the demographic landscape of the workforce is evolving rapidly. Millennials now officially make up the largest segment of the workplace; graduating Gen Zers are quickly becoming a part of the mix; Gen Xers are stepping into leadership roles; and for many Baby Boomers, retirement is just around the corner. But while the people are changing quickly, workplaces are evolving slowly. - [Dear Gen X Parents of College-Bound Teens: Look to Other Generations for Some Advice](https://generations.com/insights/dear-gen-x-parents-of-college-bound-teens-look-to-other-generations-for-some-advice/): With the steep increase in higher education tuition rates and the myriad options (state school, private, online), how can they ensure that a costly degree is worth it? How can the skeptical Gen Xer feel good about the amount of money they will spend on college and the debt they and their child will likely accrue over the next 4–5 years? (The fifth year is the ceremonially expensive victory lap!) My BridgeWorks gen expert advice for a skeptical Gen Xer: though it may seem strange, take a note from the Millennials who are wrapping up their tour de force in academia. - [Death of the Water Cooler](https://generations.com/insights/death-of-the-water-cooler/): After the series finale aired, I joined my work colleagues at the water cooler the next morning to discuss the ending with fervor, happiness, or outrage. I loved hearing my colleagues’ reactions to what the rest of the world was talking about. Most recently, with the latest beloved American sitcom taking its final bow, How I Met Your Mother, I was very excited to get to the office to talk about all the highs and lows of the series finale. - [Early Boomers + Generation Jones: Meet the Two Boomer Subgroups](https://generations.com/insights/early-boomers-generation-jones-meet-the-two-boomer-subgroups/): Whenever we're out giving presentations, it's inevitable that some Boomers approach us with the complaint, "I'm not like those earlier Boomers" or "I think the later Boomers had a different outlook than we did." They follow up with comments like, “I remember not having enough books in my classroom, but I was not old enough to be a hippie.” And they bring up a really good point. Though the Baby Boomer generation is often heralded as the group that collectively changed the US political and cultural landscape, not all Baby Boomers are the same. - [Follow the Leader: School Leadership Woes](https://generations.com/insights/follow-the-leader-school-leadership-woes/): Prior to joining the BridgeWorks team, I worked as an educational psychologist and school administrator for 10 years. During those years, I felt a kind of disconnect from my staff that I couldn’t put my finger on. Thanks to joining BridgeWorks and gaining heaps of consequent knowledge, I now know that I was experiencing invasive generational ClashPoints. I was a Millennial school administrator managing a staff of four generations in a Traditionalist–structured and bureaucratic industry. I was the ultimate example of “managing up.” My leadership style didn’t always mesh with the established work styles or union regulations, and while my intentions were always student focused and staff supportive, they were not always received that way. - [Four Generations For Charity: Who Really Gives a Buck?](https://generations.com/insights/insights-four-generations-for-charity-who-really-gives-a-buck/): Unsurprisingly, Baby Boomers donate the most charitable dollars in the US. While Traditionalists may give more per person, the population size and life stage of Boomers empowers them to contribute 43% of all donations. Before handing this very competitive generation the MVP award for philanthropic giving, it’s important to take a broader look at what, why, and how each generation is providing the necessary drip into the financial stream of support for causes around the globe. - [From Surviving to Thriving: Where Millennials Are Spending Money](https://generations.com/insights/from-surviving-to-thriving-where-millennials-are-spending-money/): We want both: the practical—a reliable and semi-presentable car, a roof over our heads—but also to keep the fridge impractically stocked with expensive ingredients for meals worthy of Food & Wine Magazine. As we've navigated financially trying times, our more sensible sides kept us in check—sternly scolding our fun n’ frivolous selves into investing regularly in savings accounts with roomy cushions to bail ourselves out of unforeseen expenses. Like when our “reliable” car’s shoddy transmission goes out. - [From the Desk of a Gen X Dad… Are Millennials to Blame for Stores Being Open on Thanksgiving?](https://generations.com/insights/from-the-desk-of-a-gen-x-dad-are-millennials-to-blame-for-stores-being-open-on-thanksgiving/): This whole article was quite surprising to me and, I have to admit, I don’t align with all of what they said. So here I am with ideas and reactions. To begin with, my understanding was that Millennials did all their shopping online. So if this was an article about the explosion of Virtual Monday, it would make total sense. - [Gen Health Care Trends to Come](https://generations.com/insights/gen-health-care-trends-to-come/): I completely understand having little patience for discussing/muddling through information on the health care reform. Maybe my affection stems from growing up in a health-care-positive family. Grandma was a nurse, mom is a massage therapist and dula, and dad continues to have a successful career in Health Care IT (though he’s retired twice, #BabyBoomer). Personally, I worked in HR for a hospital, was a “tuition paid” click away from attending chiropractic school, and continue to vocalize my pride in being one of Grey’s Anatomy’s original fans who still watch the show. (Irrelevance of last point noted.) - [Gen X Takes Over Late Night](https://generations.com/insights/gen-x-takes-over-late-night/): It was Jay Leno's first night as new host. He was taking over for legendary Johnny Carson who had been the shows longest running host, sitting behind The Tonight Show desk for 30 years. This might seem like an odd thing for a preteen boy to concern himself with, but I was born a pop culture junkie. As a kid I would get my hands on any periodical or book that dealt with any aspect of pop culture. Music, movies, TV - I was a kid obsessed. In the era before US Weekly magazine and E! Entertainment television, keeping up with Hollywood while growing up on a dairy farm in the Midwest was often easier said than done. But no matter where you lived in the country, you knew that Johnny Carson’s retirement from late night television was a big deal. - [Generational Theory: Do You Buy It?](https://generations.com/insights/generational-theory-do-you-buy-it/): And we can understand that perspective - how could we possibly try to define 82 million people (size of the Millennial cohort)? Doesn't that feel simplistic and narrow? - [GenLens on the SuperBowl](https://generations.com/insights/genlens-on-the-superbowl/): We have two goals for watching the SuperBowl at BridgeWorks: 1) find commercials that have a generational approach, and 2) review/critique/love/hate them. (Some of us also care about the game… I’ll leave that for someone else to review.) There were many wonderful commercials this year with no shortage of tears, nostalgia, and dads. Instead of dissecting all of them, we have chosen a handful of ads—good and bad—that can be looked at through a generational lens. - [Gentleman Caller to Tinder Swiper: The Evolution of Dating](https://generations.com/insights/gentleman-caller-to-tinder-swiper-the-evolution-of-dating/): Valentine's Day is tomorrow, to the delight of some and the great chagrin of others. Because love is fun, but dating can be hard. There's always an unspoken set of rules and complex etiquette that you're supposed to innately know. Trying to navigate the murky dating waters can be tricky at best, but the real kicker? These rules are constantly changing. Long gone are the days of the gentleman caller, chaperones, and perfumed love-letters sent via post. Nowadays, dating is more like shopping for a pair of sneakers. You flick through some profile pics, find a decent-looking candidate, do some thorough research through trusted sources like Google and Facebook, and, if you don't find any glaring red flags, then maybe consider sending a message. Dating norms today are pretty much unrecognizable to those from a century ago. And the evolution is nothing if not fascinating. - [Getting Boomers on Board: Selling to the Forever Young Generation](https://generations.com/insights/getting-boomers-on-board-selling-to-the-forever-young-generation/): Through our research, we've developed a pretty good understanding of how to walk that fine line. But in the past few years, we've watched as Millennials, for better or worse, have commandeered the spotlight and captured the attention of salespeople and marketers worldwide. With the young, shiny new Millennials on the scene, it can be easy for these people to forget that the other generations have huge financial pull as well. And in many cases, more so. - [How Gaming Is Leveling Up the Next Generation](https://generations.com/insights/how-gaming-is-leveling-up-the-next-generation/): Gen Xers might recall their first attempt at beating the dot-eating race of PacMan at the local mall arcade or trying to maneuver a cannon to avoid space creatures’ slow but deadly descent on Atari’s Space Invaders. Millennials may recall memories of joining best friends in the basement to play N64 MarioKart for hours while consuming an alarming amount of childhood-obesity-inducing Mountain Dew and Cheetos. Today’s youth, Generation Edge (born 1996–2010) are living out those first gaming memories in virtual communities, whether it be Call of Duty, Grand Theft Auto 4, or Minecraft. Gen Edgers are growing up in an entirely different world of collaborative gaming, because it’s almost entirely online. Unfortunately, their gaming gets a really bad rep. Sure, teen tech-addicts are on the rise and gaming is an aid (if not hook) to that addiction and social seclusion, but there is often some good behind the bad. And we've found that to be the case when it comes to gaming. - [How Hollywood is Inspiring the Next Generation of Bookworms](https://generations.com/insights/how-hollywood-is-inspiring-the-next-generation-of-bookworms/): I’ve been disappointed by more than enough of these Hollywood book-to-movie adaptations to be naïve enough for that (think The Golden Compass, Eragon, Ender’s Game). But—and color me an optimistic Millennial here—I’m hoping beyond hope that The Giver might stir in viewers, however slightly, those complicated feelings of empathy, wonder, frustration, and adventure that I remember from the book. Feelings that can be difficult to navigate, but also the reason The Giver is such a rich and complex story that has found a permanent home in my heart and that of many others. The real reason, though, that I want this movie to be another Hollywood blockbuster is that I hope it inspires Gen Edgers, or really anyone, to pick up a copy of the book itself. I hope it inspires them to read. - [How to Avoid Falling Prey to Millennial Fatigue](https://generations.com/insights/how-to-avoid-falling-prey-to-millennial-fatigue/): Millennials, Millennials, Millennials… - [Hungry Like the Wolf: A Look at Gen X Leadership](https://generations.com/insights/hungry-like-the-wolf-a-look-at-gen-x-leadership/): In the pursuit of leadership positions, Xers have been plagued by a few key factors. Firstly, their generation is the least represented in the workforce, currently at twenty percent. Because they comprise a smaller piece of the workplace pie, and lack a majority, they’re often referred to as “the forgotten middle child.” The second barrier to their quest for top roles in organizations is their devotion to work-life balance. Unwilling to sacrifice family time to earn a promotion, Xers reject the perception that more hours equals more hard work equals a more leadership-worthy candidate. Further complicating matters, Xers have survived two crushing recessions during their professional lives. Their whole lives they’ve been fighting an uphill battle to earn their spot in leadership circles, but in a way that’s authentic to their Xer selves. - [Imperfect is the New Perfect](https://generations.com/insights/imperfect-is-the-new-perfect/): Unless you’ve been living under a rock for the last five-ish years, you’ve probably caught wind of the trend people call “Mommy-blogging.” Even if you aren’t parenting currently, it’s hard to imagine a week without your Facebook feed featuring one of these homespun blogs written from the trenches of motherhood about the very real challenge that is parenting. Some are inspirational, others are tearjerkers and many are downright hilarious. - [Is Your Company’s Recruiting Webpage Up to Snuff?](https://generations.com/insights/is-your-companys-recruiting-webpage-up-to-snuff/): In a world of shrinking attention spans, snap judgments are a way of life. First impressions can be the difference between happily sifting through a slew of applicants and managing an underused, twiddling-their-fingers hiring team. - [Meaning: Keeping Millennials Fired-up](https://generations.com/insights/meaning-keeping-millennials-fired-up/): Identifying motivating factors for this generation is a worthy cause because, like it or not, this generation is estimated to comprise 50% of the American workforce by 2020, according to the U.S. Dept. of Labor Statistics. The truth is, there are dozens of factors that motivate Millennials in the workplace: encouragement, a six-figure salary, a sense of work/life balance or integration, trendy office amenities, freedom to express new ideas…the infinite list goes on. An age-old question that clients continue to ask us is, “How can we get Millennials to stay?” It’s a valid question with a seemingly tricky, yet not-so-complex answer. In a word: meaning. Cue the blank stare, the internal grumble, the ominous silence on the other end of the phone. What does meaning even mean? - [Meet Generation X](https://generations.com/insights/meet-generation-x/): At BridgeWorks, we talk a lot about generations in the workplace and marketplace—that is, after all, what we live for! How does each generation show up at work? What are each generation’s purchasing habits? But before we can even begin to address these questions, it’s important to understand where the generations came from, i.e., those angst-filled, puberty-ridden, mom-and-dad-you-don’t-understand teen years we love to look back on (now that we don’t have to go through that ish again). So we’re taking it back to the start, looking at some important events during Xers’ formative years, and pulling out some nostalgia to remind you of the good ol’ days. - [Mortgage Before Marriage: Millennials are Buying Homes](https://generations.com/insights/mortgage-before-marriage-millennials-are-buying-homes/): Millennials and homebuying don’t mix, or so seems to run the standard narrative. They're too busy with their urban tribes, growing lumbersexual beards, living in their rented micro-unit apartments, and stocking up on homebrew supplies. But is that really the case? While some Millennials certainly fit this bill, last year proved that a sizable portion of the Millennial generation is no longer downsizing or enjoying the renter’s lifestyle. It’s predicted that this year, one of three homes will be purchased by Millennials, and like each generation before them, Millennials are bringing their own distinct approach to the homebuying process. - [Never Say Die: Braving the Skilled Trades Shortage](https://generations.com/insights/never-say-die-braving-the-skilled-trades-shortage/): From electricians to carpenters and manufacturing engineers, companies have been struggling to hire skilled tradespeople since at least 2010. We’ve seen our fair share of articles bemoaning the skills shortage and outdated recruitment tactics, and in the spirit of “new year, new me,” we think it’s important to help this industry get back on the horse and renew some hiring tactics. - [On the Cusp: Understanding Those Caught Between Two Generations](https://generations.com/insights/on-the-cusp-understanding-those-caught-between-two-generations/): At BridgeWorks, when we study, speak, and consult on five distinct generations, we break the birth years down as follows: - [Peace, Love, and Music Festivals](https://generations.com/insights/peace-love-and-music-festivals/): Warmer weather brings all the things I enjoy most: iced coffee by the gallon, patio-lounging while drinking craft beer (Millennial much?), and live music. The live music season has already kicked off with the recent South by Southwest Festival (SXSW), which wrapped up its showcase of music, film, and interaction the last week of March. As one of the largest and most diverse festivals around today, SXSW and the popularity of music festivals have the generations to thank. Created by Boomers, enthusiastically carried on by Xers, and reinvented by Millennials, festivals have brought together young and old and unearthed amazing new artists along the way. The five festivals here represent the generations and the evolution of music as a unifier. - [Pokémon Go (Outside)](https://generations.com/insights/pokemon-go-outside/): In case you've been living in the sewers for the past few weeks: Pokémon Go has taken the world by storm, with Millennials leading the charge. The latest Pokémon release is an augmented-reality game that players can install on their phones—for free. Nineties kids are in heaven right now. Despite their despairing debt and lack of money, they can relive the glory days of sitting on their living room floors, watching the very first Pokémon series while belting the opening song, without worry for their wallets. Though it might have already hit peak popularity, Pokémon Go has become more than a game—it’s a community that even social media can’t mimic. - [Post-Millennial Parenting](https://generations.com/insights/post-millennial-parenting/): If Gen X parents grew up in a time when “swiping” referred to petty theft and “Windows” were something you actually rolled up, then how can they possibly be ready to parent the next generation of tech-savvy kids? - [Read the Next America Yet?](https://generations.com/insights/read-the-next-america-yet/): At BridgeWorks, we nerd out on books, media, articles, documentaries, and blogs covering the generations a bit too often. So, naturally, when stat-heavy and dense The Next America: Boomers, Millennials, and the Looming Generational Showdown by Paul Taylor of Pew Research Center got released, we rushed to our local bookstore (#Millennialsbuylocal). There are countless summaries/synopses of the book on the interwebs, and we don’t want to bore you with information you can find elsewhere. Instead, we have applied our generational trifocals to bring you three big take-aways: - [Retaining Boomer Brilliance](https://generations.com/insights/retaining-boomer-brilliance/): The Why and How of a Pre-Retirement Knowledge Transfer Program - [Revenge of the Generational Middle Child: Xers Make their Next Move](https://generations.com/insights/revenge-of-the-generational-middle-child-xers-make-their-next-move/): Turn on the TV, open any newspaper, or go online. However you choose to get your news, one thing seems clear: Millennials are everywhere these days. There is a lot of curiosity and excitement around this generation and for good reason. Born between 1980 and 1995, Millennials will make up 50% of the American workforce by 2020. - [Six Generational Terms to Make You Sound Cool at Happy Hour](https://generations.com/insights/six-generational-terms-to-make-you-sound-cool-at-happy-hour/): Setting aside the dubious truth of that statement, one of my personal favorite things about scouring the far corners of the world wide web is the plethora of generational jargon that folks love to come up with. Some of it really strikes a chord, some of it is hilarious, and some of it is just plain wrong. Either way, it’s nothing if not amusing and whenever we talk about these terms internally they spark some really good conversations. So, in an effort to spice up the small-talk at your next workplace happy hour, I’ve compiled this short list of six terms that have caught our eyes most recently. Arranged alphabetically for your reading pleasure: - [Smashing Generational Stereotypes](https://generations.com/insights/smashing-generational-stereotypes/): The angle for all BridgeWorks research is a cross-generational, multi-perspective lens to help dismiss harmful stereotypes and embrace the diverse strengths that each generation brings to the table. Pollyanna? Why, yes. But helpful and constructive? We think so. And let’s face it - stereotypes are just nasty, clingy burrs that can be tough to shake from the fabric of our society, and though we're doing our best to pick them out, with each new generation comes a new flood of dismissive and demeaning labels. - [Stop Being Polite and Start Getting Real](https://generations.com/insights/stop-being-polite-and-start-getting-real/): This past week, I had the opportunity to train leaders in a progressive company on how to better understand their Millennial co-workers. During the training, one of the Gen X leaders posited that reality TV is one of the major negative influences on the Millennial generation - [Survivor Adopts a GenLens—Xers vs. Millennials](https://generations.com/insights/survivor-adopts-a-genlens-xers-vs-millennials/): My Xer wife and I were recently catching up on some of our TV shows (as Xers do), when they showed a preview for the upcoming (33rd!) season of one of our personal favorites, the iconic Survivor. When I saw that the theme is centered around pitting youthful Millennials versus the somewhat older Generation Xers, the generational junkie in me started doing backflips. - [The Changing Face of Luxury](https://generations.com/insights/the-changing-face-of-luxury/): The luxurious socialite of the past who had one-of-a-kind art donning her walls, owned a wardrobe filled with fashion-forward pieces, and spoke highly of her cultured travels is essentially today’s hipster with micro homebrews, a passport filled with international glamping trips, and a dresser of Etsy-purchased cuff links. What was once reserved for the haves (most luxuries) are now attainable for the haves and the have-nots. Here’s an attempt at explaining how Boomers, Gen X, and Millennials have changed the definition of luxury. (Important note: this is an examination beyond the most affluent segment of each generation.) - [The Making of a Millennial Dad](https://generations.com/insights/the-making-of-a-millennial-dad/): Walking through the West Village in New York City, I caught a glimpse of the mythical and oft-discussed Millennial father in action. This particular unicorn, wearing an infant on his chest while pushing a stroller with a sleeping child, walked with a swag-filled jaunt and cool airiness that said, “I got this, ain’t no thang.” But there’s more: attached to the stroller via Strollerboard—a contraption that is exactly as it sounds, a skateboard that attaches to the stroller—was a sunglasses-wearing toddler riding along. Three kids, one father, all dressed like a posh Tony Hawk. The foursome rode along until they met up with another Millennial dad with his two children. I couldn’t stop staring as this odd conglomeration entered a Mexican restaurant for Sunday brunch. As an expecting father, I thought, Is this the new fatherhood? Will this be me in only a few short months, weeks, days? Babies? What? - [The Mother’s Day Hangover Cure: Statistics!](https://generations.com/insights/the-mothers-day-hangover-cure-statistics/): Happy Monday Moms! - [This Just In: The News Then and Now](https://generations.com/insights/this-just-in-the-news-then-and-now/): Boomers may remember their paper routes as their first job. The ability to accurately throw an overstuffed paper while simultaneously maneuvering a bike is a skill that develops over time, with a few potted plants and front porch windows sacrificed along the way. The closest thing Millennials had to this rite of passage was on their Nintendo—virtually “delivering” newspapers while avoiding feral cats and rolling spare tires in the game PaperBoy. - [This Just In to Happening NOW: the Evolution of News](https://generations.com/insights/this-just-in-to-happening-now-the-evolution-of-news/): News carries a much different meaning today than it did during the days of Walter Cronkite. In the '50s, '60s, and '70s Cronkite was a respected authority, remembered for stoically delivering iconic “breaking news” across his anchorman’s desk such as Kennedy’s assassination and the Apollo 11 lunar landing.