Networking, Learning but I still got Those Talking Gen Y Blues – TruLondon thoughts

Following last Thursday’s adrenaline rush of a blog I’m now looking back on TruLondon from a slightly more reflective angle!

There’s no denying that it was great event, and it enabled me to meet and engage with so many interesting and passionate people, from the UK and US, Canada, Holland and Switzerland. Whilst day 2 was certainly more ‘organised ‘than day 1, nothing could detract from the fact that overall there were some very insightful debates.

Three things struck me about the whole event.

Networking… it provides a fantastic networking opportunity. With a mix of HR professionals and recruiters, sourceologists and technologists, job boards and journalists, there is always someone interesting to talk to. My favourite parts are always the ‘break outs’ or the mini tracks where 2,3,4 or 5 people leave a track and start their own discussion. Through this you really get to talk ideas and experiences, sometimes without even knowing who it is you’re talking to!

Learning…  there is a lot to learn. Some of it from listening and some from asking. There is also variety between different tracks, from listening to track leaders debate amongst themselves, to debating with them and finally to those tracks where the leaders often pass their knowledge on. I sometimes wish the attendees would open up more on these and get involved, but then maybe that is something that we all need to work on in this embryonic format. I’m certainly keen to attend unconferences elsewhere to see if there are cultural differences in how we absorb information and ideas.

Got those Talking Gen Y Blues…without doubt my favourite comment of TruLondon came from Charlie Duff when her headline for Day 1 was ‘HR practitioners claim that Gen Y talk is nonsense, but can’t stop talking about it’ …and indeed they can’t!

Talk of Gen Y, the uniqueness of their position, the skills they bring to the workplace, their audacity, creativity and expectations, seemed to permeate through many tracks…and when the debate finally got its own track, then things got quite feisty – an agenda of technology, economics, sociology and geo-politics in one mass of opinions, hopes, fears and convictions.

Without getting shouted down, I’m not sure that their position is so much different to any other generation.  Every age group has wanted it all, and every age group has often had a far sharper and detailed knowledge of current technology and societal mores than their elders. (Dare I say that some of the social and political talk of change sounds not dissimilar to that we’ve read from the ‘hippy’ generation?)

What they do seem to have though is a conviction and confidence that has often been lacking before, but I think are in danger of turning themselves into a cause. However with over 20% of their age group in the UK unemployed, and with companies needing to find ways to best utilise and harness their talents and attitudes, I somehow feel I’ll be Talking Gen Y for some time yet…

All in all TruLondon was an extremely successful event, offering the chance to meet so many new people and learn so many new ideas…and leaving you wanting more. Just reading the tweets and blogs since Friday has made me realise how many people I never really properly got to talk to…

…hopefully I will next time!

Generation Bowie – the original flexible workforce?

“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it” (George Orwell)

“Talking ’bout my generation” (Pete Townsend, 1964)

‘Trying to forget your generation/I say your generation don’t mean a thing to me’ (Billy Idol, 1977)

I’m reading a lot of blogs lately concerning generational demographics, particularly looking at how the attitudes of Baby Boomers, Generation X and Generation Y differ. Now here’s my view…

I don’t believe Generations are a state of mind; they are a question of influences and experiences. Whilst we may often try and use these demographics to define workplace behaviours, their real raison d’être is to define age groups by their cultural, socio-economic and parental influences.

The cultural historians will look at the outside influences during adolescence, specifically the years 13-19, to define generational traits, and see how they impact on a whole range of behaviours, including attitudes to work. Hence the generational type they belong to is usually governed by the decade in which they were teens.

The Baby Boomers were born into post-war austerity, usually to parents who themselves had grown up in the Great Depression (the original one) and they matured during the 60s, whilst Generation X are usually seen as the ‘slacker’ generation, growing up with constant access to TV and with lives shaped by Thatcherism/Reaganomics and the rise of home computing in the 80s/early 90s. Their title, Generation X, was popularised in the novel by Douglas Coupland, written in 1991, which concerned American and Canadians who became young adults during the late 80s, yet the actual expression ‘Generation X’ was first used in 1952 and then again in 1964 to describe teenagers of loose morals and little respect in the mid 60s!

Standing back for one moment, and trying hard not to vainly squeeze oneself into the next generation down, it’s clear that these 3 ‘Generations’ cover 70 years…7 decades which have seen incredible changes and advances, with each one bearing little similarity with the last. Generation X, for example, allegedly contains everyone who will be between 30 and 50 next year.  In my opinion 3 generational classifications are not enough, and are misleading as they ignore age groups who have shown their own identities.

After all, in my quotes at the start Billy Idol clearly felt he was a different generation to Pete Townsend, yet both are considered to be Baby Boomers.

So let’s accept that the Baby Boomers grew up on the 60s, and Generation X in the 80s…yet in between there is a whole decade of very different influences that are usually ignored as being a crossover between the two. Yet meet anyone who grew up in that decade and you will find someone who is flexible and adaptable.

Anyone growing up in the UK in the 70s will tell you that this was a tough decade, underpinned by constant change, fluctuating fortunes, unrest, violence and cultural extremes…4 elections, 4 Prime Ministers, 3 day weeks, bombs on the streets, mob violence, industrial unrest and a whole spectrum of music and fashion trends..Glam, Punk, Disco, Electro…flares and drainpipes, big collars and big statements.

In a decade of such change it’s hardly surprising that people who grew up then have had careers underpinned by change…interview someone who was a teen in the 70s and it’s likely that they will have had many different careers, utilising a whole range of skills and competencies, and their development has been marked by change and a restless quest for new experiences.

This generation has no badge, no obvious name, neither Baby Boomers nor Gen X; yet in the workplace they have shown themselves to be the original flexible workforce. Adaptable, open to change and new ideas, hard working, constantly looking to improve and gain new experiences, not scared to take a step into the unknown…restless and always looking for something new.

Well, I’ve decided to give them a name… a tag that recognises their unique influences.

I’m going to use a cultural icon who defined the 70s…high work rate, constant change and re-invention, always ready to try something new and never standing still.


From now on I will call them Generation Bowie…or BowieGen if you like…the original flexible workforce!

What do you think?