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A generational shift is occurring in training environments worldwide, a shift that promises to bring with it a dramatic and long-lasting impact. Just as years ago, those of the Baby Boomer generation passed the torch to Generation X, today the process is starting anew with Generation and those who have come to be known as the Millennials. Millennials, also referred to in the literature as Generation Y, Nexters, the Net Generation, and Garners, have been described as a challenging group to recruit and manage (Grant, 2008; McCafferty, 2003). Individuals of this generation may also present a problem for those who depend on traditional training methods to prepare them for work in a variety of professions (Grant, 2008; Harrison, 2007; Henchey, 2005; McCafferty, 2003). While a great deal has been written describing the characteristics of as well as what they value, much has yet to be discovered regarding best practices for the education and training of this group. The purpose of this article is to provide training administrators and educators with concrete suggestions on how to effectively facilitate the learning of Millennial generation students by analyzing current literature on the topic. The correlation between these suggestions and commonly used training practices is also investigated. Generations in the Classroom Although labeling a person as belonging to one generation or another based solely on the year they were born is stereotypical, it can be a useful tool for making general statements about the likely characteristics that exist in a group of individuals. The generation to which one belongs can also be of use in making generalizations as to how groups with different life experiences and expectations learn most effectively (Carlson, 2005). Oblinger and Oblinger (2005) describe four separate generations as being represented in educational environments today; the (1900-1946), (1947-1964), X (1965-1982), and Millennials (1983-1991). Using these dates, in 2011 (the current year), Matures would be 65 years and older, Boomers between 64 and 47, Gen Xers 46 and 29, and 28 and 20. Complicating the value of categorizing individuals along generational lines is the fact that different years are used in literature as the breakpoint between generations. As a result, depending on the source referenced, in 2011 Matures could be older than 100 or as young as 67, Baby Boomers as old as 66 and as young as 47, Gen Xers as old as 50 and as young as 29 while as old 33 and as young as 9 (Grant, 2008; Halstead and Hesser, 2005; Henchey, 2005; Oblinger and Oblinger, 2005; Rothwell, 2008). In addition to blurring the generational boundaries, the size of these categories has educational ramifications. Someone who is 50 and returning to school will likely have different educational needs and expectations than someone who is 29, even though they both could be called Gen Xers. In this situation, the 29 year old is more likely to align educationally with a Millennial than a fellow Gen student. Regardless of the dates used, it is clear that there are three major generations currently employed within a variety of professions: the Baby Boomers, the Generation Xers, and the Millennials. Currently, those associated with Generation comprise the greatest number of individuals employed in many occupational fields. Individuals who are part of the Millennial Generation, however, are entering the workforce in ever greater numbers. Characteristics of Student Generations Numerous authors have attempted to describe the younger generation entering workforce and other educational environments. Often cited are Howe and Strauss (1993) who identified seven characteristics of Millennial students. According to Howe and Strauss, Millennial students feel they are special, have been sheltered, are team oriented, exhibit confidence and optimism, are pressured, have a strong desire to achieve, are peace keepers, and are accepting of those from varied cultural backgrounds. …
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