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Voice of Experience

Voice of Experience: March 2024

Lawyering with Different Generations

Michael L Goldblatt


  • Learn how understanding your generation can benefit your relationship with clients and co-workers.
  • Be more successful by recognizing generational values when collaborating with clients, co-workers, and staff and execute strategies for bridging generational gaps.
  • Different generations offer different perspectives on how to approach your work. 
Lawyering with Different Generations Radin

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In 1965, Pete Townsend and the Who released “My Generation,” the title cut of their first album. The lyrics focused on Townsend’s youthful fear of adult life and the music featured rhythm and blues. The song became an anthem for youth culture. It consistently makes the annual top song lists published by the Rock and Roll Hall of Fame and Rolling Stone magazine. Enjoy the sights and sounds of the Who and the 60’s in Michael Caine’s documentary, “My Generation.” The documentary is available on Amazon, Peacock, and other streaming channels.

Generational differences motivate clients and lawyers. Marketing, recruiting, and supervising can be more effective when adjusted for these differences. See below for a list of generational differences and resources for accommodating them.


Silent Generation (ages 78-95; born 1925 to 1945)

Grew up during the Depression and lived through World War II. Prefer paper and low-tech. Hardworking, loyal, and respectful. May need legal assistance with legal aspects of elder care and elder abuse.

Baby Boomers (ages 59 to 77; born 1946 to 1964)

Born during the golden age of television. Veterans of the Korean and Vietnam wars. Known for strong work ethic, loyalty to employers, and professionalism. May need estate planning for themselves and family members with special needs. Constitutes about 25% of the workforce.

Generation X (ages 43 to 58; born 1965 to 1980)

Declining birthrates and the advent of personal computers. Lived during Watergate, Arab Oil Embargo, and Aids Crisis. Increasing exposure to daycare and divorce. Extremely independent and seek work-life balance. Represents approximately 31% of the workforce.

Generation Y (ages 27 to 42; born 1981 to 1996)

Also known as Millennials. Exposed to growing violence in schools. Lived through 9/11 and the Iraq War. Tech savvy risk takers. Slow to leave home and marry. Prioritizes work-life balance and values diversity, praise, professionalism, and remote work. Makes up 35% of the workforce.

Generation Z (ages 13 to 26; born 1997 to 2010)

Also known as iGen. Proficient with social media, smartphones, and tablets at an early age. Greater exposure to violence. Indulged by parents more than other generations. Less loyalty and seeks others with similar beliefs. Values autonomy, health, honesty, and stability. Accustomed to using virtual assistants like Alexa, Cortana, and Siri. Represents about 5% of the workforce.

Generation Alpha (ages <12 Born after 2010)

Saturated with digital devices and social media. The coronavirus shut-in adversely impacts socialization. Values skills training and dislikes risk. Texting is prioritized over voice communication.


One’s generation influences their preferences and priorities. Be more successful by recognizing generational values when collaborating with clients, co-workers, and staff. Read the articles and books listed below to learn strategies for bridging generational gaps.