Professionalism is defined as “the conduct, aims or qualities that characterize or mark a profession or professional person.” Over the years, “the conduct, aims or qualities” have evolved in the legal arena. With four generations working side by side in today’s workforce, decoding the various belief systems regarding acceptable professional behavior is the key to your success.

Historically, only three generations were in the workplace at any given time. As the younger generation entered the work world, the oldest generation retired. Now, for a variety of reasons people are working well passed traditional retirement age. Today, Gen Ys (aged 26 and under) join Veterans (aged 61 and older), Baby Boomers (aged 42-60) and Gen Xs (aged 27-41) in the workplace. Social scientists believe that each of these generations experienced “defining moments” during their formative years that shaped their core values, motivations and expectations of behavior. These defining moments consisted of events that captured the attention and emotions of thousands, cutting across gender, social, economic and ethnic lines.

These differences of perspective are important to understand. They impact every facet of workplace behavior from dress and speech, to mentoring and delivering feedback, to benefits and policies. Today as managers toil to adapt to the arrival of Gen Ys by reviewing and revamping current policies, procedures and cultural norms, Gen Ys can help ease the transition by recognizing that they are joining a world already functioning and learn the rules to modify their behaviors too.

Technology has been the dominant force in defining the youngest generation Gen Ys, also known as the Baby-Baby Boomers, who make up 27% of the population and approximately 5% of the legal profession. Like the Boomers before them, this generation has been told they can change the world. Technology supports that belief. With technology, everything is possible. Gen Ys do not know a time before cell phones, computers, or the internet. They grew up with 24-hour news, talk shows and reality TV. Every fact, idea and opinion has a forum in which to be expressed, including their own. They grew up believing competition was not about winning and losing, but about participating. Everyone got a turn at T-ball and everyone got a trophy just for showing up. As a result, this generation enters the world of work believing, Don’t Command, Collaborate. This philosophy is quite different from the other generations.

For the Veterans, the defining moments were World War II and the Depression. During their childhoods they learned about self-sacrifice for the greater good. They were a generation united by war. As a result, they believe in the Chain of Command. They recognize and value institutional hierarchy and believe respect is due to those with seniority. When they first joined the workforce, the practice of law was described as “a noble profession.” Men wore suites and ties to work, while women wore hats and white gloves. Attorneys were addressed by their surnames using the titles of Mr. or Miss. The hierarchy was clear and everyone obeyed the rules. For the Veterans, work fulfills a sense of duty and the only reward needed is knowing you’ve done your job well. They are puzzled and slightly amused by what they perceive to be Gen Ys overly developed sense of confidence.

The definitive event for Baby Boomers was the Vietnam War, coupled with the Civil Rights Movement and Women’s Liberation. But where WWII brought the Veterans together, Vietnam tore the Boomers apart. Eighty million people strong, this generation was poised to change the world. However, they simply could not agree on how to do it. As a result, they believe in the Change of Command. While the hierarchy was still clear, these new workers questioned the rules and began a grassroots movement to change them. They challenged the status quo and questioned authority by engaging in process, believing change is achieved through informed consensus. Boomers “dressed for success” with both men and women wearing navy or gray pinstriped suits, and the title Ms. was introduced to the lexicon as people talked about “law as a business.” Boomers work for a sense of personal fulfillment and find their reward in the status that comes with hard work. They are frustrated by what they perceive to be Gen Ys sense of entitlement to status without doing the hard work.

Gen X is perhaps the most misunderstood of the generations. Often referred to as slackers, they are perceived as being disloyal and disinterested. The defining moments for this generation were bleak. The first generation of “latchkey kids,” they grew up in the shadow of Watergate, Aids and the Challenger disaster. They saw massive corporate layoffs and downsizings. During their childhoods, the divorce rate tripled. This generation saw their government and institutions fail to live up to expectations. As a result they learned how to take care of themselves and not rely on institutions. They believe in Self Command. Gen Xers entered the workforce during the dot com explosion. Technical competence rather than seniority defined the hierarchy and the rules appeared open to interpretation. The workplace became more causal and relaxed. Suits become optional and everyone was addressed by their first names.

For Gen X, work is seen as a means to an end. While they also enjoy the personal fulfillment that comes with a job well done, they intend to get paid for their efforts. Their reward is the freedom that money buys them to pursue outside interests. They believe in leadership by competence, not seniority or title, and often times appear disrespectful to the Veterans and Boomers and indifferent to Gen Ys.

These differing life perspectives impact the way your behaviors and attitudes will be judged. The perceptions of those in authority are critical to your success. This is not to suggest that form is more important than substance, HOWEVER, you do not want your “form” to prevent mangers from seeing your substance. Each generation needs to consider the attitudes, values and perspectives of others in the workplace and adapt their style, behaviors and attitudes to achieve their objectives.

1. Understand the Environment

Using your powers of observation, pay attention to the landscape. Note how people dress, how they address one another and how they communicate. You will discover what is important to others and be able to give them what they need so that you get what you need.

For example, most legal employers do not expect, nor do they want new lawyers to work 24/7. However, in the private sector, they do expect associates to be available to work 24/7. Gen Xs and Gen Ys should illustrate their level of commitment to Veterans and Boomers by checking blackberries and voicemails hourly. That is not an unrealistic expectation. Gen Y associates must be prepared to respond to tight deadlines and heavy workloads. The practice of law is competitive. This is not like the t-ball field where everyone gets a trophy just for showing up. Clients will not tolerate missed deadlines or sub par work. Performance is everything and sometimes requires altering personal plans in emergency situations. Veterans and Boomers can work on improving their management skills to avoid creating “emergencies” which really are simply lack of planning on their parts.

Gen Y’s would do well to develop patience. Participating in discovery or due diligence may not be the most exciting work, but you are meant to learn something from the process. Trust that people practicing longer than you may know more than you. Senior lawyers have earned the right to do the more sophisticated work; you will too eventually. Respect the hierarchy. People will be more open to hearing your ideas if you respect their positions and years of service. Finally, recognize that older bosses may be uncomfortable with your unique approach to work; do not abuse the trust. Remember, excellence is the standard performance expectation. And older generations must recognize that cuts both ways.

2. Understand the Impact of Technology

Technology, considered to be Gen Ys greatest strength, also has had a negative impact on their perceived professionalism.

Because most have had a cell phone since they were old enough to dial, Gen Ys grew up believing the answer to any question is only a call or text message away. Mom and dad, siblings and friends have been available 24/7 to provide advice and counsel on everything. Gen Ys now enter the world of work looking to their bosses to provide that same level of guidance, creating the impression that this generation needs too much handholding. As one junior partner at a large law firm explained, “A summer associate asked me for the answer to a research assignment he was given prior to actually doing any research. When I asked him why he hadn’t just done the research, he said, ‘I am…I am asking you. I figured it would take me hours to find the answer that you already knew, so this was more expedient.’ The associate believed he was being efficient, but I thought he was lazy!” This idea that information is available instantly from some outside source is perceived as a lack of independent thinking.

Furthermore, having grown up “wired” Gen Ys rely on their parents to sheppard them through life in a way that is unprecedented for the other generations. “I’m a Boomer,” says one HR Director, “and when I was growing up, nothing would be more humiliating than having your parent call school to resolve some issue. You were meant to take care of things yourself. Today, I have parents calling me to explain their 25 year old child’s benefits package or trying to negotiate more vacation time for them. It is hard to respect adults who allow….even encourage…their parents to be involved in their careers at that level. ”

Perhaps the biggest source of irritation for the other generations in the workplace is that Gen Ys expect immediate answers to their “less than pressing” inquiries. One recruitment coordinator commented, “They will send an email, leave a voicemail and be in your office 10 minutes later if you haven’t responded. Half the time, if they stopped and thought about the question, they would realize they already know the answer.”

To counter these perceptions, Gen Ys should consider slowing down. Think about the information you are seeking and consider if there is another way to get it, even if it means more work for you. Continue to seek your parents’ advice and counsel, but be sure to represent yourself when dealing with employers and DON’T expect that same level of handholding from your boss. Demonstrate your willingness to do your own work. This will illustrate your self-reliance.

Finally, Gen Ys have developed a cyber language undecipherable to those who have not grown up with text messages. This is perceived as an inability to craft a grammatically correct email. Written communication in the workplace must be more formal. Use complete sentences, proper punctuation and no emoticons!!

3. Display Impeccable Judgment

Managers want to work with individuals they believe possess good judgment. The uninhibited proclivity of Gen Ys to express every thought in every situation makes older colleagues question their judgment. One hiring partner advised: “Gen Ys would do well to keep their eyes and ears open and their mouths shut for awhile until they learn what they don’t know.”

Technology also plays a mayor role in determining how others evaluate Gen Ys judgment. Gen Ys feel free to share detailed, personal information about themselves and post thoughts and pictures on sites like MySpace and blogs that older generations believe are best left in a locked diary, if even expressed at all. Perhaps there will come a time when everyone will feel comfortable sharing the same level of detail Gen Ys are comfortable sharing, but in 2007, most bosses perceive that level of openness to indicate questionable judgment. Something a younger attorney finds funny, cool or just plain truthful and posts on the web can derail a career when viewed by an employer. One employer advised: “Know that mentioning the firm name in your blog could get you in trouble. Firms work very hard at developing their reputations and it doesn’t serve anyone well to have certain information and opinions about personalities floating around out there for all to see. It may also change the way people view you internally and their willingness to work with you.” Another employer added: “Don’t betray the confidentiality of your firm. For example, it is a serious breach to post internal firm memos on websites to up the ante in the salary wars…”

Gen Y’s should reread what you have posted on the internet about yourself, your organization, etc., and read it with a fresh perspective. Consider potential short and long term effects on your career.

Summary

 Career advancement for every generation is based on your ability to develop your own personal power. You can increase your personal power by understanding the golden rule: senior lawyers want to work with junior lawyers they can rely on to do quality work in a timely fashion and who keep them informed. Junior lawyers want to work with senior lawyers who treat them with respect and are invested in their career development. Junior lawyers should strive to develop a reputation as the “go to” attorney who happily performs the less desirable assignments with the same level of enthusiasm and attention to detail as the “sexy” assignments. Then you will be sought after by senior lawyers to work on their matters because you make their lives easier. Similarly, senior lawyers should strive to be good managers who are considerate of those who report to them and provide training and guidance to develop their skills.

While many who started their careers in the last century may have changed what they wear and how they address colleagues; they may have even embraced technology and new ways of performing their tasks, they are likely to still maintain their belief system of what it means to be a professional. Each generation can contribute to a more efficient workplace by recognizing the evolving definition of professionalism in 2007. And of course, once we all adapt to the “new rules”, the next generation will come along to change things again!