Book Review - Geeks, Geezers, and Googlization: How to manage the unprecedented convergence of the wired, the tired, and technology in the workplace

There is a lot I liked about Ira Wolfe’s book beginning with the title. The book is organized in three sections, part one addresses the question, “who are the generations?”, part two explores the convergence of youth, experience, and technology in the workplace, and the final part provides management solutions, tips, and recommendations for recruiting, managing, and motivating a multi-generational workforce. The author suggests that you should view each generation as you would a balance sheet; weighing the strengths, and limitations of each cohort. Dr. Wolfe points out that generation gaps have always existed and will continue due to the unique events that shape each generation’s worldviews. This seems to be a fact that eludes many people.


The four generations are defined as:

Veterans (born before 1946)

Baby Boomers (1946-1964)

Generation X (1965-1979)

Generation Y (1980-2000)


The first part of Dr. Wolfe’s book is similar to other generational books that describe, what each generation remembers, who each generation remembers, approaches for managing each generation, and messages that motivate each generation.

In the second portion of the book titled, Unintended Consequences of Generational Crowding, the author discusses the different generational expectations, assumptions, and priorities present in the workplace. One significant observation in this portion of the book was a discussion of the new skill sets that are required in the workplace today. “We’re moving from an economy built on people’s backs to an economy built on left brains to an emerging society shaped by right brains. While logical thinking remains indispensable, it’s no longer enough.” Employees increasingly need to be adept multi-taskers able to quickly process large amounts of data and solve complex problems.

In the last section of the book titled, ConverGENce – Converting Clash Points into Collaboration, four clashpoints are listed and discussed.

Clashpoint #1: Work

Clashpoint #2: Communication

Clashpoint #3: Meetings

Clashpoint #4: Learning

Four different managing styles are proposed as a means to effectively manage employees at different stages of their life. The Supporting Style for people in the winter of their lives, the Empowering Style for workers in the peak years of their career and personal lives, the Steering Style for employees (Gen Xers) in their productive growth years, and finally the Building Style for employees in their 20’s who are a high maintenance group requiring management inputs of clarity, focus, energy, and engagement.

Dr. Wolfe makes the case that differences in the workplace can be minimized by having a common behavioral language, which fosters adaptability. He acknowledges that speaking the same language does not preclude disagreement but it may avoid basic misunderstandings and offers a communication mode to defuse and prevent conflict. He proposes the use of the DISC model or a similar tool.

D = Dominants the controllers of people and situations

I = Influencers the persuaders

S = Steady Relaters are the accommodators

C = Conscientious are the analyzers

Dr. Wolfe concludes his book with three activities that can be used as icebreakers and discussion starters to facilitate understanding generational differences and commonalities. I thoroughly enjoyed reading Geeks, Geezers, and Googlization and recommend it to anyone of any age who wants a better understanding of how to bridge differences in the workplace.