World War II cohorts #1 (born from 1922 to 1927). Memorable events: men went to war and women went to work in factories. Characteristics: the nobility of sacrifice for the common good, patriotism, team player. Post-war cohorts #2 (born from 1928 to 1945). Memorable events: sustained economic growth, social tranquility, The Cold War and McCarthyism. Characteristics: conformity, conservatism, traditional family values.

Baby Boomer cohorts #1 (born from 1946 to 1954). Memorable events: assassinations of JFK, Robert Kennedy and Martin Luther King, political unrest, walk on the moon, the Vietnam war, anti-war protests, social experimentation, sexual freedom, civil rights, environmental and women’s movements, experimentation with various intoxicating substances. Characteristics: experimental, individualism, free spirited, social cause oriented. Baby Boomer cohorts #2 (born from 1955 to 1964). Memorable events: Watergate, Nixon’s disgrace, the cold war, oil embargo, raging inflation, gasoline shortages. Characteristics: less optimistic, distrust government, cynicism.

Generation X cohorts (born from 1965 to 1976). Memorable events: Challenger explosion, Iran-Contra, social malaise, Reaganomics, AIDS, safe sex, fall of Berlin Wall, single parent families. Characteristics: quest for emotional security, independent, informality, entrepreneurial.

Generation Y cohorts (born from 1978 to 1990). Memorable events: rise of the Internet, 9/11, cultural diversity, 2 wars in Iraq. Characteristics: quest for physical security, patriotism, heightened fears, change ready.

If we know – generally – what has influenced so many members of each cohort group, can this knowledge help us to understand some of the differences we need to embrace if we are to lead 4 generations in one workplace? Do we need different strategies other than the "one size fits all" policies that we offered in the past? Can you think about the possibilities or are you caught up in the irrational fear of being caught in the trap of litigation?

"All the world's a stage, and all the men and women merely players."
I must confess that I see our utilization of the mature workforce as an improvisational play in 3 acts. The curtains have opened on the first acts now being performed on stages across the nation.

ACT I - The erosion of defined pension plans and gradual elimination of retiree health benefits. Well, we’re half way through Act I. The stage itself is somewhat dark but the spotlight is on the latest central character to be introduced to the American audience. Step right up to center stage - GM – and tell us about how you capped your retiree health care benefits for salaried retirees and how you restructured your U.S. white-collar pension plan? Audience - please research what GM had to say and take notes. Watch other firms use the Medicare Prescription Drug plan as their primary rationale in order to justify their cutting of retiree health care benefits from the workplace script of firms --- nationwide.

ACT II – Phased retirement programs are making their appearance on center stage. Phased retirement will be embraced in 2006 by the private sector as a cost-cutting measure, to improve ROI, transfer knowledge and retain the maturing workforce. At the same time, the mature contingent workforce will grow by leaps and bounds for similar reasons. It is time to see this aspect of the mature workforce as a competitive advantage in America – not the liability former early retirement programs suggested.